Competency Based Interviewing Skills Training Course

Course overview

Organizations should prioritize employee management as a vital stakeholder. Employees are the face of the organization. They link the company with other stakeholders such as customers, suppliers, government agencies, and business partners. Therefore, talent acquisition is a critical success factor for any entity. The lessons offered in this course give a simplified view of competency-based interviewing skills matters in today’s competitive corporate environment. This program is equipped with highly-interactive activities and real world-scenario examples that enhance the participant’s interest and passion for the subject at a personal and institutional level. The course highlights the theoretical basis of competency-based interviewing skills, deeply scrutinizing the analytical techniques that institutions and other stakeholders require. Parties holding interview-related responsibilities will find the course a vital necessity. Participants with general human resource interest and those planning to undertake competency-based interviewing-related careers will also find the course content useful.

TARGET AUDIENCE

Organization managers
Current and potential human-resource professionals
Recruiters
Line managers
Entrepreneurs and business leaders/managers
Directors and board members in governmental and non-governmental institutions
Consultancy firms and individuals
Legal and compliance entities
Others

Learning Objectives

After completion of this course, participants should be conversant with the following:

How to save organizational costs and time wastage from high employee turnover.
Distinguish competency from generic interviewing skills.
Understand the significance of competency-based interviewing skills.
Understand the details and process involved in competency-based interviews.
Initiate and conclude new talent acquisition in the organization.
Establish a strategic-fit between the candidate profile and organization’s goals.

Our Unique Training Methodology

Let me explain to you how this course is different from the thousands of other courses available on the internet.

Pre-Assessment – Before beginning, a pre-assessment will be provided to assess the knowledge and skills of the participants.
Lecture/Discussion – Lecture & discussion interactive session on the basics of human resource management to make participants more engage with the course.
Guided Group Exercises – Dividing the class into small groups, an exercise, or a case study to work through.
Hands-on Application – Providing participants with a hands-on application of the concepts they have learned.
Post-Assessment – Question & answer session for solving all queries.

Training Medium

This Behavioral Interviewing training is designed in a way that it can be delivered face-to-face and virtually.

Course Duration

The training can be in the form of a full-fledged 40-hour program or a 15-hour crash course covering 5-hour content per day within 3 days.

Pre-course Assessment

Planning your introduction – the brief will be shared with participants via mail
Reading Reviewing the course outline training modules and sharing any rising amendments no more than 48 hours’ prior
Questionnaire answers will remain confidential and used only for purposes of understanding the participant’s expectation in this class.

Course Modules

Module 1. Introduction

Introduction exercise: What are the roles of talent acquisition manager in a competitive business environment?
Overview of competency-based interviews
Users and major stakeholders of competency-based interview
The significance of competency-based interviews
Competency framework and its importance to the organization

Module 2. Competency-Based Interview Structure

Introduction exercise: Participants to discuss the possible structure of a competency-based interview.
Time scheduling and other resource planning for the interview process
Tuning the candidate to participate in a competency-based interview
Structuring the competency-based interview questions
Preliminary candidate resume and profile details scrutiny
Question-based role-fit competence matching
Evaluating the potential candidate’s organizational strategic match
Distinguishing generic from competency-based questions
Structuring competency-based aptitude details
Multiple interviewer session for best talent acquisition
Reevaluating candidate skills against the competency-based framework
Oral peer-discussion question: Discuss how you can evaluate whether the candidate’s profile has a strategic-fit with the organization’s goals.

Module 3. Evidence Acquisition for Questioning and Listening Skills

Introduction exercise: Participants to discuss how a candidate’s behaviour can affect their job roles if they have a negative attitude.
The Context, Action, Results, Learning (CARL) questioning technique
Handling interviewee responses
Candidate behavioral response and analysis
Discussion, summary and presentation of candidate responses
Oral peer-discussion question: Define any major challenge(s) to competency-based interviews in the current business environment.

Module 4. How to Identify Candidate Competency

Introduction exercise: Oral peer-discussion and response on what constitutes candidate competency.
Pre-session note-taker, observer, and interviewer skills practice
Involving line managers in talent acquisition
Incorporating event-based competency sessions
Involving employees in the decision-making process
Competency-based question session for candidate scrutiny
Live peer-discussion question: What is the most important factor when identifying candidate competency?

Module 5. Competency-Based Interview Questions

Introduction exercise: Oral discussion-participants to formulate and participate in a mock competency-based interview questions for one another.
Categories of competency-based interview questions
Situation/event-based questions
Conflict management during interviews
Overview of job-profile based questions
Interview response evaluation
Identifying and handling irrelevant questions
Food for thought: Which do you think is the most important between technical and behavioural skills during talent acquisition?

Module 6. The Primary Thresholds of an Interview

Introduction
Interview etiquette/ethics
Candidate body language and attitude
Observing listening skills
Eye contact and participants’ confidence
Other communication skills
Due care and professionalism of the candidate
Differentiating competency from general interviewing
Closing exercise: Participants to prepare personal narrations of how they would observe interview ethics as interviewers.

Module 7. The Shortlisting Process

Introduction
How to use a rating scale
Resume, competence, and background reevaluation
Conducting background checks through social media
Discrepancy checking through the scorecard
Line-managers’ feedback assessment
Food for thought: What do you think are the risks of failing to conduct a background check during competency-based interviews?

Module 8. The Offer Stage and Process

Introduction
Informing the candidate about the offer and next-step guide
Modes of offer extension
Using interview panel and interviewee feedback for improvement-needs assessment
Discussion question: According to you, what is the best communication channel for a candidate job offer?

Module 9. The Post-Offer Stage

Benchmarking with industry leaders
Involving industry experts for future improvement
The case of probations
Peer discussion: Give a valid reason why the competency-based interview process should or should not end after the job offer stage.

Module 10. Legal Concerns

Introduction
Right to work in the country
Criminal background checks
Minimum wage and bargain agreements
Terms and conditions of the offer
Interview diversity and inclusion
Food for thought: What are the legal concerns during the hiring process in your country?

Lessons Learned

“Treat employees as if they make a difference and they will,” Jim Goodnight.

Acquiring and developing talent will definitely raise an organization that achieves competitive advantage. Competency-based interviewing skills training ascertains the best job-fit. An organization without proper HR management is like a car without a functioning engine. Completing this course should enable you to realize that competency-based interviewing skills is the source of the hiring process and affects all institutional functions. By now, you should have learned the meaning of the terms “talent acquisition” and “candidate background check”, how to structure the competence-based interview process, and decided how you want to apply your course knowledge. As a brand of this esteemed course, you are sufficiently-equipped to conquer competency-based interviewing skills issues.