Competency Based Interviewing Skills
COMPTENCY BASED INTERVIEWS FOR SELECTION (CBIS): 2-DAY WORKSHOP
The use of competency-based selection procedures for selecting high performing employees has become a STANDARD PRACTICE for many organizations. Research shows that you are 8 times more likely to hire superior performers using competency-based selection than through traditional interview techniques. Furthermore, you are more likely to keep those superior performers, improve productivity levels without additional expense, and reduce recruitment and outplacement costs significantly.
This workshop assumes a normal level of competence in Listening and Questioning skills, though these will be refreshed during the workshops. It is suitable for managers who have already undertaken interviews as well as those new to interviewing, but who have not yet been trained to use CBI.
India Facilitation Network s COMPETENCY-BASED SELECTION INTERVIEWING is a powerful program, delivered in collaboration with www.hrsg.ca which provides managers and professionals with the skills and techniques to make fair and effective selection decisions. In this two-day course the participants will learn to:
Develop a clear understanding why competency - based selection is meaningful to the strategic priorities of your organization;
Define behavioral interviewing and what it means for you as an interviewer
Develop a balanced interview process centered around behavioral interview questions;
Learn how to ask behavioral questions, including how to probe for the right information;
Practice using competency based interviewing and a suitable scoring system.
Workshop Objectives
The Competency-Based Selection Interviewing has been prepared to achieve the following objectives:
Provide a fair system for assessing bona fide job competencies.
To provide participants with the skills and information to ensure that individuals have a fair opportunity to be recruited, selected and recommended for jobs and career advancement.
Provide information and skills practice on competency-based interviewing and assessing individuals against job-related competencies.
Provide a format for designing job-related interview questions.
Ensure the application of a consistent system and consistent standards for selection.
Contents of the Workshop:
o Introduction, Purpose,
o The Selection Interview, Improving the Selection Interview, Common Selection Problems
o Key Interviewing Skills,
o Structured vs. Unstructured Interviewing
o Determining the Critical Job Requirements
o Steps in Determining Competencies (Job Requirements), Other Applications
o Defining the Selection System, COMPETENCY COVERAGE GRID, The Competency-Base, Critical Success Factors of Customer Centricity
o (Behavioral) Interview,
o The Goal: Behavioral Examples, False Behavioral Examples,
o Exercise A: Behavioral Example Exercise, Follow-Up Probes
o When are Follow Up Probes Needed? Asking the Questions,
o Exercise B: Behavioral Questions Exercise
o The Interview Guide, Planned Questions, Using the Guide for Effective Note-Taking
o Pacing The Interview, Determining the Appropriate Timing, Collecting Less/more Detail,
o Building and Maintaining Interview Rapport,
o Creating a Positive Atmosphere,
o Techniques for Maintaining Candidate Self-Esteem,
o Opening the Interview, Closing the Interview,
o Skill Practice Interviews
o Giving Behavioral Feedback
o Receiving Behavioral Feedback,
o Use of practice Interview Review Form
o Evaluating the Interview,
o STEP 1 - Classify All Behavioral Examples,
o STEP 2 - Weigh The Behavioral Examples
o STEP 3 - Assign a Rating To Each Competency
o STEP 4 - Make the Selection Recommendation
The use of competency-based selection procedures for selecting high performing employees has become a STANDARD PRACTICE for many organizations. Research shows that you are 8 times more likely to hire superior performers using competency-based selection than through traditional interview techniques. Furthermore, you are more likely to keep those superior performers, improve productivity levels without additional expense, and reduce recruitment and outplacement costs significantly.
This workshop assumes a normal level of competence in Listening and Questioning skills, though these will be refreshed during the workshops. It is suitable for managers who have already undertaken interviews as well as those new to interviewing, but who have not yet been trained to use CBI.
India Facilitation Network s COMPETENCY-BASED SELECTION INTERVIEWING is a powerful program, delivered in collaboration with www.hrsg.ca which provides managers and professionals with the skills and techniques to make fair and effective selection decisions. In this two-day course the participants will learn to:
Develop a clear understanding why competency - based selection is meaningful to the strategic priorities of your organization;
Define behavioral interviewing and what it means for you as an interviewer
Develop a balanced interview process centered around behavioral interview questions;
Learn how to ask behavioral questions, including how to probe for the right information;
Practice using competency based interviewing and a suitable scoring system.
Workshop Objectives
The Competency-Based Selection Interviewing has been prepared to achieve the following objectives:
Provide a fair system for assessing bona fide job competencies.
To provide participants with the skills and information to ensure that individuals have a fair opportunity to be recruited, selected and recommended for jobs and career advancement.
Provide information and skills practice on competency-based interviewing and assessing individuals against job-related competencies.
Provide a format for designing job-related interview questions.
Ensure the application of a consistent system and consistent standards for selection.
Contents of the Workshop:
o Introduction, Purpose,
o The Selection Interview, Improving the Selection Interview, Common Selection Problems
o Key Interviewing Skills,
o Structured vs. Unstructured Interviewing
o Determining the Critical Job Requirements
o Steps in Determining Competencies (Job Requirements), Other Applications
o Defining the Selection System, COMPETENCY COVERAGE GRID, The Competency-Base, Critical Success Factors of Customer Centricity
o (Behavioral) Interview,
o The Goal: Behavioral Examples, False Behavioral Examples,
o Exercise A: Behavioral Example Exercise, Follow-Up Probes
o When are Follow Up Probes Needed? Asking the Questions,
o Exercise B: Behavioral Questions Exercise
o The Interview Guide, Planned Questions, Using the Guide for Effective Note-Taking
o Pacing The Interview, Determining the Appropriate Timing, Collecting Less/more Detail,
o Building and Maintaining Interview Rapport,
o Creating a Positive Atmosphere,
o Techniques for Maintaining Candidate Self-Esteem,
o Opening the Interview, Closing the Interview,
o Skill Practice Interviews
o Giving Behavioral Feedback
o Receiving Behavioral Feedback,
o Use of practice Interview Review Form
o Evaluating the Interview,
o STEP 1 - Classify All Behavioral Examples,
o STEP 2 - Weigh The Behavioral Examples
o STEP 3 - Assign a Rating To Each Competency
o STEP 4 - Make the Selection Recommendation
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Training
Provided by India Facilitation Network
Competency Based Interviewing Skills
COMPTENCY BASED INTERVIEWS FOR SELECTION (CBIS): 2x2-DAY WORKSHOPS
The use of competency-based selection procedures for selecting high performing employees has become a STANDARD PRACTICE for many organizations. Research shows that you are 8 times more likely to hire superior performers using competency-based selection than through traditional interview techniques. Furthermore, you are more likely to keep those superior performers, improve productivity levels without additional expense, and reduce recruitment and outplacement costs significantly.
This workshop assumes a normal level of competence in Listening and Questioning skills, though these will be refreshed during the workshops. It is suitable for managers who have already undertaken interviews as well as those new to interviewing, but who have not yet been trained to use CBI.
India Facilitation Network s COMPETENCY-BASED SELECTION INTERVIEWING is a powerful program, delivered in collaboration with www.hrsg.ca which provides managers and professionals with the skills and techniques to make fair and effective selection decisions. In this two-day course the participants will learn to:
Develop a clear understanding why competency - based selection is meaningful to the strategic priorities of your organization;
Define behavioral interviewing and what it means for you as an interviewer
Develop a balanced interview process centered around behavioral interview questions;
Learn how to ask behavioral questions, including how to probe for the right information;
Practice using competency based interviewing and a suitable scoring system.
Workshop Objectives
The Competency-Based Selection Interviewing has been prepared to achieve the following objectives:
Provide a fair system for assessing bona fide job competencies.
To provide participants with the skills and information to ensure that individuals have a fair opportunity to be recruited, selected and recommended for jobs and career advancement.
Provide information and skills practice on competency-based interviewing and assessing individuals against job-related competencies.
Provide a format for designing job-related interview questions.
Ensure the application of a consistent system and consistent standards for selection.
Contents of the Workshop:
o Introduction, Purpose,
o The Selection Interview, Improving the Selection Interview, Common Selection Problems
o Key Interviewing Skills,
o Structured vs. Unstructured Interviewing
o Determining the Critical Job Requirements
o Steps in Determining Competencies (Job Requirements), Other Applications
o Defining the Selection System, COMPETENCY COVERAGE GRID, The Competency-Base, Critical Success Factors of Customer Centricity
o (Behavioral) Interview,
o The Goal: Behavioral Examples, False Behavioral Examples,
o Exercise A: Behavioral Example Exercise, Follow-Up Probes
o When are Follow Up Probes Needed? Asking the Questions,
o Exercise B: Behavioral Questions Exercise
o The Interview Guide, Planned Questions, Using the Guide for Effective Note-Taking
o Pacing The Interview, Determining the Appropriate Timing, Collecting Less/more Detail,
o Building and Maintaining Interview Rapport,
o Creating a Positive Atmosphere,
o Techniques for Maintaining Candidate Self-Esteem,
o Opening the Interview, Closing the Interview,
o Skill Practice Interviews
o Giving Behavioral Feedback
o Receiving Behavioral Feedback,
o Use of practice Interview Review Form
o Evaluating the Interview,
o STEP 1 - Classify All Behavioral Examples,
o STEP 2 - Weigh The Behavioral Examples
o STEP 3 - Assign a Rating To Each Competency
o STEP 4 - Make the Selection Recommendation
The use of competency-based selection procedures for selecting high performing employees has become a STANDARD PRACTICE for many organizations. Research shows that you are 8 times more likely to hire superior performers using competency-based selection than through traditional interview techniques. Furthermore, you are more likely to keep those superior performers, improve productivity levels without additional expense, and reduce recruitment and outplacement costs significantly.
This workshop assumes a normal level of competence in Listening and Questioning skills, though these will be refreshed during the workshops. It is suitable for managers who have already undertaken interviews as well as those new to interviewing, but who have not yet been trained to use CBI.
India Facilitation Network s COMPETENCY-BASED SELECTION INTERVIEWING is a powerful program, delivered in collaboration with www.hrsg.ca which provides managers and professionals with the skills and techniques to make fair and effective selection decisions. In this two-day course the participants will learn to:
Develop a clear understanding why competency - based selection is meaningful to the strategic priorities of your organization;
Define behavioral interviewing and what it means for you as an interviewer
Develop a balanced interview process centered around behavioral interview questions;
Learn how to ask behavioral questions, including how to probe for the right information;
Practice using competency based interviewing and a suitable scoring system.
Workshop Objectives
The Competency-Based Selection Interviewing has been prepared to achieve the following objectives:
Provide a fair system for assessing bona fide job competencies.
To provide participants with the skills and information to ensure that individuals have a fair opportunity to be recruited, selected and recommended for jobs and career advancement.
Provide information and skills practice on competency-based interviewing and assessing individuals against job-related competencies.
Provide a format for designing job-related interview questions.
Ensure the application of a consistent system and consistent standards for selection.
Contents of the Workshop:
o Introduction, Purpose,
o The Selection Interview, Improving the Selection Interview, Common Selection Problems
o Key Interviewing Skills,
o Structured vs. Unstructured Interviewing
o Determining the Critical Job Requirements
o Steps in Determining Competencies (Job Requirements), Other Applications
o Defining the Selection System, COMPETENCY COVERAGE GRID, The Competency-Base, Critical Success Factors of Customer Centricity
o (Behavioral) Interview,
o The Goal: Behavioral Examples, False Behavioral Examples,
o Exercise A: Behavioral Example Exercise, Follow-Up Probes
o When are Follow Up Probes Needed? Asking the Questions,
o Exercise B: Behavioral Questions Exercise
o The Interview Guide, Planned Questions, Using the Guide for Effective Note-Taking
o Pacing The Interview, Determining the Appropriate Timing, Collecting Less/more Detail,
o Building and Maintaining Interview Rapport,
o Creating a Positive Atmosphere,
o Techniques for Maintaining Candidate Self-Esteem,
o Opening the Interview, Closing the Interview,
o Skill Practice Interviews
o Giving Behavioral Feedback
o Receiving Behavioral Feedback,
o Use of practice Interview Review Form
o Evaluating the Interview,
o STEP 1 - Classify All Behavioral Examples,
o STEP 2 - Weigh The Behavioral Examples
o STEP 3 - Assign a Rating To Each Competency
o STEP 4 - Make the Selection Recommendation
About The Training Provider: India Facilitation Network
India Facilitation Network - We provide custom designed as well as off the shelf Leadership/ Management Development Programs and Psychometric training, asssessments and training in India and outside India in association with www. hranexi. com, www. psytech. co. in and www. blessingwhite. com
We distribute and train in the use of Psychometrics or personality assessements and ability tests both for selection and...
