INTRODUCTION FOR 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 CONTENT
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
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- Who Will Conduct the Interview?
- Order the Questions
- Set an Interview Schedule
- Decide How You Will Rate the Answers:
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- On The Interview Day
- Interview Candidates
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- Set a Relaxed Atmosphere
- Briefly Describe the Job
- Discuss Any Special Requirements of the Position
- Close the Interview
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Module 5 – Interview Decision Making
- After The Interview
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- 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
