Program Overview
Competency is defined as a set of skills, knowledge and behaviour that enables an individual to perform a task or action effectively. Any job be it small or big needs a specific kind of skill to perform and achieve the best results. One cannot perform a job without knowing the skills required for the specific job profile. These skills can be learned at any point of time. Having a clear picture of competencies can help individuals excel at what they do and it, in turn, benefits the organisations to hire the right fit and grow exponentially. A mutual win-win deal. This Competency Based Interviewing Skills training course helps the organisation select the right candidate by aligning the interviewing process towards the competencies that are quintessential to successfully perform on the job.
Features
- Understand the importance of competency based interviews
- Explain the process and steps involved in Competency based interviews
- Learn the benefits and challenges of Competency based interviewing
- Identify and select appropriate competencies for each job role that is been interviewed for
- Learn the skill to effortlessly conduct the interviews
- Learn to effectively ask the right set of questions to identify the competencies of the candidate
- Successfully recruit a candidate having competency that is in alignment to the job profile
- Identify the competencies of the candidate and assess congruence
- Describe the competencies required for a particular job
- Empanel key stakeholders to assess functional and behavioural competencies for successful performance
- Segregate competencies basis the expertise of the interviewer involved in the process
- Incorporate various methods in competency-based interviews to confirm the authenticity of employee’s claim of Knowledge, Skills and Abilities (KSA)
- Use competency-based interviewing skills to assess critical behaviours required for niche roles
Target audiences
- Leaders and Managers
- HR personnel
- Line Managers
- HR experts
- Recruiters
- Hiring Managers
- OD Consultants
- Independent consultants
Curriculum
- 9 Sections
- 44 Lessons
- 2 Days
Expand all sectionsCollapse all sections
- Introduction of Competency Based Interview3
- Planning and conducting the interview9
- 2.1Plan the questions to be asked to the candidate
- 2.2Select only right resumes/ profiles to save resources like time, money, efforts, etc.
- 2.3Ask questions that help to validate the information and confirms the competence
- 2.4Assess the candidate potential by asking future-oriented questions
- 2.5Note the knowledge displaying responses and past reference of proven capability
- 2.6Segregate generic and competency-based questions
- 2.7Design the aptitude rounds to identify the competence
- 2.8Put the candidate through different rounds of interviews with different interviewers
- 2.9Build and analyse the competencies around a competency framework
- Assessing and Identifying Competencies4
- 3.1Collaborate with line managers to assess competencies required for the job
- 3.2Connect with current and previous employees and learn the required competencies for the growth of the business
- 3.3Ask competency-based questions to the candidate to gauge the knowledge
- 3.4Anticipate and ask for an event-based competency question
- Questions to determine the competencies5
- Basics of Interviewing9
- 5.1Follow basic etiquettes around interviewing
- 5.2Listening skills
- 5.3Communications skills
- 5.4Eye contact
- 5.5Level of confidence
- 5.6The professionalism of the candidate
- 5.7Body language
- 5.8The attitude of the candidate
- 5.9Remember it’s a two-way communication; while you are assessing the candidates for a fit, they too are learning about organisation culture
- Competency versus General interviewing3
- Shortlisting the Candidate4
- Extending the offer4
- 8.1Upon selection, let the candidate know about the steps forward
- 8.2In case you plan not to go ahead with a profile, keep the candidate posted- feedback helps people refine and work on the area of improvement
- 8.3Go back and collaborate with internal stakeholders to learn about what went well and what needs to be improved
- 8.4Take feedback from participants about the experience they had with us
- Improvisation and reinventing the wheel3
Instructor
