Competency Based Interviewing Skills (MC)

The purpose of interviewing is to ensure if the job applicant is eligible and suitable for the job. Eligibility determines the knowledge, skills and experience for the particular job and this is made reference to the job description or the person specification of the vacant position. 

Focusing On

• Module 1 - Introduction and Importance Of Interviewing
• Module 2 - Selection & Recruitment Process
• Module 3 - Essential Qualities of An Interviewer
• Module 4 - Competency Based Interviewing Skills
• Module 5 - Establish Interview Objectives - Pre-Interview
• Module 6 - Interviewing Skills & Techniques - During Interview
• Module 7 - Evaluating, Deciding & Follow-Up - Post Interview
• Interviews-in-action

Suitability is to determine the personal traits and mental capabilities to match the requirements for the job. Research shows that Competency Based Interviewing approach has been effective as it enables the interviewer to obtain the relevant and crucial information concerning the candidates’ capability of handling both the job as well as Behavioural traits that will match with the Organization’s culture.

It is always to be remembered that Attitude (Behaviour) together with Aptitude (Knowledge and Skills) will take one to Altitude if one has the Aspiration, drive, energy and determination to excel and hence Competency Based Interviewing skills will determine selection to cover these aspects of 4 As’.

Competency Based Interviews ask the candidate to pinpoint specific instances in which a particular behaviour was exhibited on past events. From the answers given by the job candidate on how he/she applied the knowledge and skills at work or outside work are the best tools to identify the candidate on the characteristics as necessary for the success in a particular job. It is a proven process to predict how the candidate will perform on the job.

This Competency Based Interviewing Skills course will…

• Prepare participants to be more professional and conduct interviews with confidence.
• Provide participants with several skills and techniques to engage and deal with different types of candidates.
• Enable participants to conduct interviews in a structured manner.
• Equip participants to be a Competent Interviewer using the organisation’s core competencies.

Who should attend

• Employers
• HR Managers / HR Executives
• Hiring Managers and HR Business Partners
• Compensations & Benefits Managers / Executives
• Heads of Department
• Heads of Division / Operation Managers / Executives

The course is designed and delivered based on adult learning principles. These includes:

• Facilitated learning
• NLP structured delivery
• Reflections through debriefs
• Videos
• Team activities
• Group discussions
• Role plays
• Individual presentations. 

By the end of the course, all participants will be assessed and evaluated as a Competent Interviewer for the Organisation.

Module 1 - Introduction and importance of interviewing
Introduction & Program Roadmap 

• Opening & Welcome Address
• Program Roadmap, Objectives and Approach
• Overview and importance of Hiring and interviewing Skill

Outcome

• Getting to know each other
• Managing Expectations and setting Ground Rules
• Understanding the importance of interviews
• Company’s Reputation in the Employment Market

Module 2 - Selection & recruitment process
Selection & Recruitment Processp

• Stages of Recruitment & Selection
• Iceberg Model – Eligibility vs. Suitability
• The 4Cs for Candidate Suitability – Competence, Compatibility, Chemistry & Compensation

Outcome

• Alignment to the Organization’s Recruitment process
• Eligibility vs. Suitability - Establishing Competency assessment of knowledge, skills, traits and performance
• Understanding the needs of the millennial workforce

Module 3 - Essential qualities of an interviewer

Essential Interviewer’s Qualities

• C.O.C.A. Model – Connecting, Observing, Communicating, Assessing

Outcome

• Self-knowing and Self Reflection
• Ability to suspend judgment
• Ability to build rapport, observe behaviour/blind spots, ask questions, listen attentively and ascertain knowledge, skills, abilities & attitude and body language.

Module 4 - Competency Based Interviewing Skills

S.T.A.R Technique

• Application of S.T.A.R Technique – Situation, Task, Action, Result
• Phrasing Questions and Interpreting responses

Outcome

• How to probe for depth and clarity using S.T.A.R. with reference to the Company’s Interview Assessment Form and alignment to Spirit of Organization’s Values.
• How to interpret answers given by interviewee.

Module 5 - Establish Interview Objectives - Pre-interview

Pre-Interview

• Planning the interview structure
• Aligning to interview assessment form and core competencies.
• Preparing Behavioural Based Interview Questions

Outcome

• Understand and align the core competencies in the interview assessment form
• Sequence of planning & preparation

Module 6 - Interviewing Skills & Techniques - During Interview

During Interview

• Mindfulness on self-image & professionalism
• Competency Based Interviewing Questioning Techniques (Open, Close & Probing)
• Application of S.T.A.R. Technique (Situation, Task, Action & Result)
• Red Flags to take not

Outcome

• Self-Awareness
• Probe for clarity and depth
• Questions to ask and avoid.

Module 7 - Evaluating, Deciding & Follow-up - Post Interview

Post Interview

• Evaluating and deciding the candidate
• Following up on agreed actions
• Closing the interview

Follow Up

• Necessary alignment and follow-up with Human Resources for preparation of on- boarding.
• Tips on Final Selection
• Tips for a successful interview and selection

Outcome

• Assessment & Evaluation
• What Next?
• On-boarding of selected employee

Day 2

Interviews-in-action

Interviews-in-Action: Role Plays

Outcome

• Application of C.O.C.A. Model
• Application of S.T.A.R Techniques
• Building Rapport, Active Listening, Powerful Questioning, Assessing & Evaluating
• Private Interview Session : Group of 3 (Rotation on the role of Interviewer, Interviewee & Observer)
• Supervised Interview Session : Interviewer & Interviewee and rest of participants provide feedback.
• Panel Interview Session : Panel of Interviewers comprising ‘different departments’

Delivery Methods

• Individual Assessment
• Immediate feedback for corrective actions