COMPETENCY BASED INTERVIEWING Eliminating the Risk of Hiring Wrong Candidates

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1 Your Workshop Leader Anne Thornley- Brown For the past twenty years Anne Thornley-Brown has worked with executives, managers and professionals in six countries(malaysia, Singapore, India, Thailand, Jamaica, Canada). During the past 6 years, Anne has toured Asia 7 times and trained executives, managers and HR professionals throughout Asia to hone interviewing skills and improve their effectiveness. Anne has never failed to receive impressive feedbacks from her participants. Anne has conducted in house training for Permodalan Nasional Berhas (PNB), Penang Port and OCBC Bank in Malaysia. Petronas, Malaysian Airlines, Digi, Mobil/ Exxon, and Dell Computers are among the organisations that have sent delegates to her sessions in Asia. Anne designed and executed the behavioural interviewing strategy at Bell Mobility. For over 4 years, she helped their vice-presidents, directors and managers in finance, engineering, sales and marketing improve their hiring decisions. Your Workshop Leader Bob Yamashita, M.B.A 20th (Mon) & 21st (Tue) June, 2005, Shangri-la, Bangkok Anne has conducted over 15 workshops in Asia Pacific Highly Interactive - Limited to 32 seats only!! COMPETENCY BASED INTERVIEWING Highly Interactive - Limited to 35 seats only!! Robert is a senior consultant with extensive experience in Human Resources. He has served as Director of Human Resources for Nortel Networks, having led the function in several Canadian and U.S. locations. He has also held various related roles with other leading organizations including Gulf Canada, the University of Alberta, and the Canadian federal Government. With Calgary, Canada as his base of operations, he is a principal consultant with the HR Guide, a multifaceted consulting practice, specializing in various aspects of developing Human Capital for organizations. WORKFORCE PLANNING Presented by expert speakers from:

2 COMPETENCY BASED INTERVIEWING 20th (Mon) & 21st (Wed) June, 2005, Shangri-la, Bangkok Two Day Version Pre - Course Self- Study Module (Essential) Coffee Rapid Warm Up Introduction & Questions The Interview Video - Part 1 Traditional Interviews vs Behavioural Based Approach The Interview Video - Part 2 Designing Interviews Competencies! Technical! Performance Skills! Technical! Performance Values Mini- Pick 4 Practice Session Lunch Behaviour vs Personality Wrongful Dismissal Trial Simulation Debriefing Interviewing Skills Interviewing Skills Drill - Part 1 Interviewing Skills Drill - Part 2 Interview Planning Session End of Day 1 Coffee Review & Recap Questions More than a Gut Feeling Video Individual Interview Prep. Individual Interviews Interview Planning Session Lunch Panel Interview 1 Panel Interview 2 Skills Assessment Skills Assessment Group Exercises Competency Assessment Competency Assessment Group Exercises Questions Feedback Course Ends Day 1 This workshop is packed with interviewing skills, role plays and activities which you can apply immediately once you leave the workshop. Anne s competency-based interviewing is a program that has been used effectively by hiring managers and supervisors to refine and hone their skills in making more successful hiring choices. Those involved in interviewing process cannot effort to miss this workshop. Day 2

3 COMPETENCY BASED INTERVIEWING 20th (Mon) & 21st (Wed) June, 2005, Shangri-la, Bangkok ABOUT YOUR HIGHLY EXPERIENCED WORKSHOP LEADER Anne Thornley-Brown Anne Thornley-Brown, founder and President of The Training Oasis, Inc., has over 20 years of design, development, facilitation, and consulting experience. Anne has an MBA from York University. Before starting The Training Oasis, Inc., Anne designed and executed the management development strategy for Bell Mobility and VIA Rail Canada Inc. s Toronto Maintenance Centre, a technical environment. Anne has conducted Competency Basedinterviews to help Clearnet build its continuous learning team from the ground up. She provided coaching and consulting to help Bell Mobility s executives, directors and managers sharpen their interviewing skills. Anne will make available to your team the expertise garnered through over 11 years in the wireless communications industry. Anne has worked with Telus Mobility/Clearnet, Bell Mobility and Bell Canada. In the last six years Anne has conducted numerous full-house interviewing workshops. She haa also trained over 1000 executives and managers in Malaysia, Singapore, India, Thailand, Jamaica and Canada to improve their selection decisions through Competency Based Interviewing and Behavioral Based Interviewing. Anne s unique approaches have been profiled in the Globe and Mail newspaper, ASTD s Technical Training Magazine, Professional Administrator, a magazine for executives, Computing Canada, The Training Report newspaper, and Accelerated Learning Network News. WHAT ANNE S PAST PARTICIPANTS AROUND THE GLOBE SAY ABOUT HER WORKSHOP: I found the course very informative. I improved my interviewing skills tremendously by applying the techniques I learned. Assistant Manager, HR OCBC Bank (Malaysia)... by far the most practical course I have ever taken. Director, Product Logistics, Marketing Bell Mobility (Canada) The emphasis on practicing the skills learnt, though at times painful, was very useful. Ultimately I was left with a feeling of having done a good beginning...anne has an excellent grasp of the subject. The expert in her really commanded my respect. LTITL (India) Anne has a lot of experience in interviewing skills and her experience has been very useful for me. I like the way the workshop was conducted - very personalized with lots of hands on practice. I really liked the snack pack energizers which contained a lot of things to keep my energy level high. Research has indicated that gut-feeling interviews have less than a 50% accuracy in identifying the best candidate. Can your organization afford such a risk? Higher Executive Officer Power Grid Ltd. (Singapore) [We] have been using this method to interview candidates for... one year now and have found it to be most effective. Customer Service Manager Bell Mobility (Canada) WHO SHOULD ATTEND Recruiting Managers, Heads of Division, Human Resource Professionals, Compensation & Benefit Managers, CEO, General Managers, Training Managers and any managers involved in selection process COURSE TIMING 08:30 Registration 09:00 Workshop begins 10:30 Morning refreshment 01:00 Luncheon 02:00 Workshop resumes 03:30 Afternoon refreshment 05:00 End of Workshop

4 Day ONE WORKFORCE PLANNING This is a two-day workshop designed to provide participants with the necessary tools, concepts, and understanding necessary to successfully plan for the future regarding an organization s workforce. In this era of unprecedented business and technological change, our workforce and workforce requirements are changing. Equally important is the issue of future supply, in which skills shortages are predicted in key geographic and economic regions, which will affect overall supply globally. This interactive workshop is designed to help organizations successfully plan their way through potential and projected demographic crunches, using Human Capital strategies that are in alignment with the goals and related performance drivers of an organization. Introduction What is workforce planning? What will workforce planning do for the organization? Which employees should be included in workforce planning consideration? EXERCISE: An activity designed to stimulate innovative thinking about who should be part of workforce planning process. It asks: Who are your most valuable employees? Role of Workforce Planning What economic and demographic trends are driving workforce planning? Discussion of competitive pressures and generational transitions GROUP ACTIVITY: Small groups will each create a trend map and we will consolidate each into one master graphic for the group. Workforce Planning Process What makes a workforce planning process successful? Workforce Planning Model Key Success Factors Communications plan Future State Assessment Comparison between current state and future desired state: - Environmental Scan - Identification of challenges - Mission and vision - Goals and Strategies GROUP ACTIVITY: Using previously developed graphic map, small groups develop list of gaps and issues between current organizational capabilities and perceived future organizational needs. Alignment Mapping Value Creation Chain Key Performance Drivers Human Resource Capabilities and Enablers GROUP ACTIVITY: The group develops a value creation chain linking key organizational performance drivers and human resource capabilities and enablers. Human Capital Competency & Measurement Why is an assessment of employee competence critical? What methods do you use to assess and measure competency? The development of core competencies Managing talent and talent segmentation ACTIVITY: Using provided competency modeling framework, develop a competency statement and model for one position. Human Capital Demand & Supply How do you conduct and assessment of internal demographics? Gathering turnover, retirement, and projected needs data. Developing scenarios of possible future needs? - Scenario planning How do you assess the marketplace? Where is the talent you need? How do you find it? What talent does your competition have? What is the timeframe for your talent needs? ACTIVITY: Using a provided Scenario Planning template, develop a possible scenario plan for one firm. Day TWO Human Resources Best Practices What are the best practices in Human Resources that create Employers of Choice What it means to be a talent magnet? Identify and select appropriate human resource strategies - Development - Succession planning - Recruiting - Retention Development Strategies Best practices in developing staff What can formal training accomplish? What role does coaching play in developing talent? Can e-learning be used effectively? Succession Management Does succession management still work? What are best practices in succession planning? Recruitment Strategies How do you translate your talent needs into recruitment practices? What is an employment brand? How do you create one? Why is it valuable How do you find the best people? What tools are available for assessing candidates? Do interviews work? How do you convince a candidate to take your job? Retention Strategies Best practices of leading organizations How do you keep the best people? The latest research on retention. Methods of retention (pros and cons) End of the day two.

5 WORKFORCE PLANNING ABOUT YOUR HIGHLY EXPERIENCED WORKSHOP LEADER Bob Yamashita, M.B.A Robert is a senior consultant with extensive experience in Human Resources. He has served as Director of Human Resources for Nortel Networks, having led the function in several Canadian and U.S. locations. He has also held various related roles with other leading organizations including Gulf Canada, the University of Alberta, and the Canadian federal Government. With Calgary, Canada as his base of operations, he is a principal consultant with the HR Guide, a multi-faceted consulting practice, specializing in various aspects of developing Human Capital for organizations. A key aspect to his practice has been to develop and offer high people involvement processes and solutions to address organizational issues. He is a highly skilled facilitator and communicator, and excels in leading high involvement processes to promote knowledge transfer and ownership within client organizations. As a Consultant and Strategist Robert has an extensive background in the field of Human Capital Planning and Organizational Development. In addition to his work as a human resources planner, conducting workforce assessments and developing succession plans, he has guided and facilitated senior management teams in the development of strategic plans, core competencies, and performance management systems for their organizations. As a change leader, his key focus has been to help create high performing organizations that are designed to operate within the context of today s turbulent business environment. He has facilitated and coached numerous organizational change initiatives including the development of team-based cultures and self-directed work teams. As a Coach and Seminar Leader He conducts high impact workshops covering a wide array of professional development areas including Leadership Development, Interpersonal Effectiveness, Communications, Workforce Planning and Team Building. He is a training consultant to several noteworthy organizations including Nortel Networks, the Franklin Covey organization and the University of Calgary, where he serves as an instructor with their Management Certificate program. In addition to his workshops, he is also an executive coach to a wide variety of senior managers and executives in all aspects of leadership effectiveness. In addition to an undergraduate degree in Sociology and Psychology, Robert holds a Masters of Business Administration in Organizational Analysis from the University of Alberta. He has also held several committee posts with different professional Human Resource organizations across the western provinces. Here is what people say about Bob Yamashita s Workshops First of all let me say Thank you, I really got a lot out of this class. I came to class knowing that I love my current position and now I feel like I really understand why my organization is so great to work for, not to mention that I know what to duplicate if I am ever making those decisions. (Participant, Human Behaviour Course, University of Calgary, 2005) I have thoroughly enjoyed this workshop and will continue to apply the key learnings in my leadership, to further understand the current organizational behaviours I am faces with as well as my own personal behaviours and how they affect my employees. (Participant, Human Behaviour Course, University of Calgary, 2005) Thanks for a great seminar. Bob was very knowledgeable and engaging, a great presenter, and great presentation. (Participant, Human Capital Measurement and Valuation workshop, Winnipeg, 2005) Bob is a great facilitator. I really enjoyed his casual but meaningful approach to the material. He engaged us and involved us in a dialogue, more than a lecture. The material was made more interesting, given his involving manner. (Participant, Seven Habits of Highly Effective People, Vancouver, 2004) Who should attend This workshop provides essential workforce planning skills for HRpractitioners responsible for or involved in establishing or upgrading HR planning or workforce planning processes. HR functional specialists or line managers also benefit from attendance,with many HR generalists attending this workshop because ofthe impact HR planning has on their specific areas. COURSE TIMING 08:30 Registration 09:00 Workshop begins 10:30 Morning refreshment 01:00 Luncheon 02:00 Workshop resumes 03:30 Afternoon refreshment 05:00 End of Workshop