INTRODUCTION OF COMPETENCY / BEHAVIOURAL BASED INTERVIEWING

The mistake of employing the wrong person for the job is very costly to correct. As such, one must ensure that one hires correctly. To do this, one must be able to discern whether a short-listed candidate will be suitable for the job at the interview stage itself. This job-person suitability could be achieved by using behavioural interviewing.  This course teaches the participants how to do this.

COURSE OBJECTIVES

At the conclusion of this program, participants will be expected to:

• Learn the common pitfalls of conducting  selection interview
• Establish the types of interviewing questions and determine their application, benefit and relevance in the interviewing process:
• Open-ended and probing questions
• Leading and closed-ended
• Distinguish between structured and non structured interview
• Determine the particular behaviours and competencies the job requires
• Prioritize the competencies and behaviours relevant to the job specifications and requirements
• Understand the importance of good preparation prior to interview
• Know how to conduct competency based  interview

WHO SHOULD ATTEND

• Managers and executives who have to participate in interviews.

NUMBER OF PARTICIPANTS

• Maximum 20 pax

DURATION

• 2 days

METHODOLOGY

• Lecture 30 %
• Case studies
• Group Discussion
• Interactive Questions And Answers
• Role play

COURSE CONTENTS

The 6 Modules of Competency / Behavioural Based Interviewing Skills Presentation

Module 1- Introduction

• Basic Facts of interview
• Talent Hunt For Most Companies
• Best Practices For Best Results
• Define  the ‘A” Players
• Consequences Of Wrong Hires
• Why do People end up in the Wrong Jobs?
• The components of Job Performance
• Abilities of High Performers
• The Right Person, Not the Best Person
• Right Person In The Right Job
• How to build Job Profile / Competency -The Bedrock
• Define Key Result Areas

Module 2 – Interview Preparation

• Background Information Collected  Prior to the Interview
• Developing Job Related Questions
• Question Types
• Situational Questions
• Behavioral Description  and Behavioral Consistency Questions
• Job Knowledge and Self-Assessment Questions
• Background and Philosophical Questions
• Rating Criteria
• Types Of Behavioral Styles

Module 3 – Behavioral Based Interviewing

• The Iceberg Model
• What is more Important Attitude (Behaviour) or Ability ?
• Behavioral Based Interviewing
• Benefits Of Behavioral Interview
• Premise of Behavioral Interview
• The Different Questioning Techniques
• The STAR Method for Behavior Based Interviewing
• Develop Behavioral Questions
• Behavior-based Interview Sample Question
• Question Categories

Module 4 – The Interview In Action

• Before The Interview
  • Determine Interview Format: Who & How

• • • Who Will Conduct the Interview?
    • Order the Questions
    • Set an Interview Schedule
    • Decide How You Will Rate the Answers:

• On The Interview Day
  • Interview Candidates

• • • Set a Relaxed Atmosphere
    • Briefly Describe the Job
    • Discuss Any Special Requirements of the Position
    • Close the Interview

Module 5 – Interview Decision Making

• After The Interview

• • Decide Which Candidate Best Meets the Established Criteria
  • Review all of the information
  • Decide if you have a suitable candidate

Module 6

• Interview Tools
• Tested Competency Based Questions

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