Training Competency Based Interviewing Skills
The interview is a common tool for employee selection. However, many interviewers have never been trained and it has long been recognised that the common method of interviewing does not really tell us much about a person’s behaviour, competencies or level of emotional intelligence when faced with difficult and sometimes challenging situations. While we may say that past behaviour is the best indicator of future behaviour, we do not act as though we believe this when we are interviewing candidates – often because we are not certain how to ask questions that will tell us about past performance.
In this workshop, we will address the importance of preparing a list of required competencies, the scenarios that can reveal whether the candidate has these competencies, as well as how to rate them. Participants will practise the pre-interview preparation, develop questions and their value, gain interview techniques that get specific, behaviour-based examples of past performance, and the strategies that follow through from this process.
- Understand interviewing skills and techniques
- Evaluate the strengths and limitations of different interview approaches
- Understand the principles and benefits of competency-based interviews
- Practise the approach in simulated competency-based interviews
- Develop effective interview questions aligned with job requirements and selection criteria
- Review the types of questions that retrieve candidates’ ‘real’ competencies
- Practise writing interview questions based on a competency model
- Develop systematic means of collecting and analysing behavioural data
- Use information from competency-based interviews to evaluate candidates’ suitability
- Assess the candidates and make recommendations
- Traditional versus competency based interviews
- Advantages and disadvantages of different interview approaches
- The principles of competency-based interviews
- Job specifications
- Developing the matrix
- Conducting a job analysis
- Identifying competencies and performance dimensions
- Brief discussion about the job
- Validation of technical or functional skills
- Interviewee’s opportunity to ask questions
- Close out or next steps
- The importance of being fair and bias free
- Asking the same questions of all candidates
- Making ratings reliable (consistency)
- Writing questions that are easy to read out
- Developing the response you are looking for
- Getting to ‘nuggets’ of highly relevant experience
- The formulation of competence frameworks
- Developing competencies for specific roles
- Creating the structure
- Gathering predictive information
- Verbal and non-verbal
- Observing and analysing body language
- Visual, auditory and kinaesthetic
- Developing a rapport and making the candidate feel welcome
- Active listening skills
- Recording and valuing responses
- Concluding the interview
- All our courses can be facilitated as Customized Live Online Training, Public and In-House Training course.
- Course duration is flexible and the contents can be modified to fit any number of days.
- As for Open Enrolment Courses, we offer our clients the flexibility to chose the location, date, and time and our team of experts who are spread around the globe will assist in facilitating the course.
- The course fee includes facilitation, training materials, 2 coffee breaks, buffet lunch and a Certificate of successful completion of Training.
- FREE Consultation and Coaching provided during and after the course.
Yogyakarta, Jakarta, Bandung, Bogor, Cirebon, Solo, Semarang, Surabaya, Malang, Bali, Lombok, Samarinda, Balikpapan, Banjarmasin, Pontianak, Makassar, Medan, Palembang, Lampung, dll serta Timor Leste, Thailand, Singapore , Kuala Lumpur. (dengan harga dan minimal kuota yang berbeda)