HM037: Competency Based Interviewing Skills

Transcription

1 HM037: Competency Based Interviewing Skills HM037 Rev.001 CMCT COURSE OUTLINE Page 1 of 5

2 Training Description: The interview is a common tool for employee selection. However, many interviewers have never been trained and it has long been recognised that the common method of interviewing does not really tell us much about a person s behaviour, competencies or level of emotional intelligence when faced with difficult and sometimes challenging situations. While we may say that past behaviour is the best indicator of future behaviour, we do not act as though we believe this when we are interviewing candidates often because we are not certain how to ask questions that will tell us about past performance. In this intensive course, we will address the importance of preparing a list of required competencies, the scenarios that can reveal whether the candidate has these competencies, as well as how to rate them. Participants will practice the pre-interview preparation, developing questions and their value, the interview techniques that get specific, behaviour-based examples of past performance, and the strategies that follow through from this process. Training Objective: By the end of the training, participants will be able to: Build on existing interview skills, specifically by developing a competency-based approach Understand interviewing skills and techniques including active listening, probing, questioning, reading non-verbal clues or body language Evaluate the strengths and limitations of different interview approaches Understand the principles and benefits of competency-based interviews Practice the approach in simulated competency-based interviews Develop effective interview questions in alignment with job requirements and selection criteria Review the types of questions that lead to the retrieval of more of the candidates real experience and competencies Practice writing interview questions based on a competency model Be able to develop a systematic means of collecting and analysing behavioural data to support a competency-based evaluation of candidates Systematically use information from competency-based interviews to evaluate candidates suitability for the positions they are considered for Identify the obstacles to conducting a fair and objective assessment when interviewing and suggest ways to mitigate them Assess the candidates and make recommendations Training Designed for: This course is intended for HR Professionals, Recruitment Personnel and anyone who is involved employee selection who would like to gain or build on existing interviewing skills, specifically by developing a competency-based approach and techniques. HM037 Rev.001 CMCT COURSE OUTLINE Page 2 of 5

3 Training Program: DAY ONE: PRE-TEST INTRODUCTION WHAT IS COMPETENCY-BASED INTERVIEWING? Traditional vs. Competency Based Interviews Developing Your Coaching and Mentoring Skills Advantages and Disadvantages of Competency Based Interviewing Skills and Competencies to Test Marking Competency-Based Interview Questions Looking at it from the Applicant s Point of View Looking at it from the Team Leader/Manager s Point of View Looking at it from the Human Resource Perspective BEFORE THE INTERVIEW Job Specifications Knowing the Agenda for the Day Developing the Matrix Conducting a Job Analysis Recognising the Critical Incident Selection Criteria Identifying Competencies and Performance Dimensions DAY TWO: STRUCTURE OF THE INTERVIEW Introductions Brief Discussion about the Job Competency-Based Interviewing Validation of Technical/Functional Skills Interviewee s Opportunity to Ask Questions Close Out/Next Steps DEVELOPING THE INTERVIEW QUESTIONS Writing Questions that are Easy to Read Out Developing the Response, you are Looking for Getting to Nuggets of Highly Relevant Experience DAY THREE: FAIRNESS AND EQUALITY The Importance of being Fair and Bias Free Questions Based on a Job Analysis Asking the Same Questions of All Candidates Rating Scales to Score Responses Making Ratings Reliability (Consistency) HM037 Rev.001 CMCT COURSE OUTLINE Page 3 of 5

4 DAY FOUR: DEVELOPING AN INTERVIEW FORMAT The Formulation of Competence Frameworks Developing Competencies for Specific Roles Making the Candidate Feel Welcome Developing a Rapport Explaining the Structure Gathering Predictive Information Gaining a Commitment Concluding the Interview BEHAVIOUR ANALYSIS Verbal and Non-Verbal Observing and Analysing Body Language Visual, Auditory and Kinaesthetic DAY FIVE: INTERVIEWING TECHNIQUES Active Listening Skills Pause, Clarify, Summarise I m Curious Approach that Disarms Candidates Recording Applicant Responses Interviewer Errors to Watch Out for Rating Errors and How to Avoid Them Valuing and Scoring Candidate Responses Course Conclusion POST-TEST and EVALUATION Training Requirement: Hand s on practical sessions, equipment and software will be applied during the course if required and as per the client s request. Training Methodology: This interactive training course includes the following training methodologies as a percentage of the total tuition hours:- 30% Lectures, Concepts, Role Play 30% Workshops & Work Presentations, Techniques 20% Based on Case Studies & Practical Exercises 20% Videos, Software & General Discussions Pre and Post Test HM037 Rev.001 CMCT COURSE OUTLINE Page 4 of 5

5 Training Certificate(s): Internationally recognized certificate(s) will be issued to each participant who completed the course. Training Fees: As per the course location - This rate includes participant s manual, hand-outs, buffet lunch, coffee/tea on arrival, morning & afternoon of each day. Training Timings: Daily Timings: 07:45-08:00 Morning Coffee / Tea 08:00-10:00 First Session 10:00-10:20 Recess (Coffee/Tea/Snacks) 10:20-12:20 Second Session 12:20-13:30 Recess (Prayer Break & Lunch) 13:30-15:00 Last Session For training registrations or in-house enquiries, please contact: Aisha Relativo: aisha@cmc-me.com Tel.: or Mob.: Training & Career Development Department HM037 Rev.001 CMCT COURSE OUTLINE Page 5 of 5