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Print PageCompetency Based Interviewing Skills
Description:
This course is designed for people who are responsible for conducting selection interviews and involved in the decision making process. It recognises that competency and human capital contributes to organisational success. It helps the participants to identify which competencies are important for the role. They can then use appropriate interviewing techniques to investigate if the potential candidates possess the necessary individual competencies or qualities. It will also suggest some ways to deal with candidates who may have rehearsed answers to predictable questions.
- Cost: Price on application
- Duration: 1 Day
- This course is not available as part of our public schedule but can be provided on a customised client specific basis.
Prerequisites:
This course is aimed at people who have little experience of interviewing as well as those who want to refresh their skills or formalise their existing arrangements.
Participants will :
• Understand what competencies are and how to use them to make objective decisions
• Identify and prioritise which competencies are most desirable for the role and the organisation
• Use a structured and proven methodology of interviewing
• Improve the probability of making good recruitment decisions
• Learn how to write up your evidence in a legally compliant way
• Identify and prioritise which competencies are most desirable for the role and the organisation
• Use a structured and proven methodology of interviewing
• Improve the probability of making good recruitment decisions
• Learn how to write up your evidence in a legally compliant way
Competency framework :
The competency skill matrix
Desired proficiency levels
BARS Scales
Critical Incident Techniques
Desired proficiency levels
BARS Scales
Critical Incident Techniques
The legislative environment:
Equality Act and employment law
Freedom of Information Act
Freedom of Information Act
Guidelines for preparations:
The job description
The role purpose and context
Specific priorities and responsibilities
Clusters of competencies
Recognising the YouTube effect
The role purpose and context
Specific priorities and responsibilities
Clusters of competencies
Recognising the YouTube effect
Structuring the competency based interview:
The role of the Chair
Assigning roles to interviewers
Who asks what
Assigning roles to interviewers
Who asks what
Competency based interviewing question techniques:
Identifying the competency levels
The interview question plan
Avoiding illegal questions
Behavioural interview questions
Types of questions- open, closed, probing
The power of silence
Ineffective questions
The interview question plan
Avoiding illegal questions
Behavioural interview questions
Types of questions- open, closed, probing
The power of silence
Ineffective questions
Interview note taking:
The importance of notes
Note taking formats
Using notes as part of decision making
Note taking formats
Using notes as part of decision making
Common interviewer pitfalls:
Halo and horns effect
Perception and perceptual biases
Non-verbal communication
Perception and perceptual biases
Non-verbal communication
Evaluating and rating evidence:
Using a marking scheme
Choosing the right person
Choosing the right person