Competency Based Interviewing Techniques

Introduction

A competency is defined as any underlying characteristic that differentiates between superior and average performers. McClelland identifies five types of competencies: motives, traits, self-concept, knowledge, and behavioral skills. Some companies today refer to all competencies as "success factors."

Competencies of top performers have more long-term endurance than job tasks or duties which change rapidly. Selecting for and/or improving individual competencies can help an organization achieve its strategic objectives. Because some competencies like entrepreneurial are difficult to teach or develop, it is more cost effective to hire people who already possess the required characteristics.

This program which is an intensive and power packed workshop that introduces and teaches Interviewers the much-desired techniques and methodologies in achieving the above, devising questions in interview that would reveal the competency of candidates as well as ‘reading’ and conducting interviews beyond physical appearance. The competency-based interviewing technique within your selection interviews will help you identify those that will perform well within your team.

Sometimes ‘what you see is not what you get’, and to reverse the process of hiring may be too late or difficult. Customized especially for these officers who seek beyond conventional interviewing techniques and looking for something new. These real hands-on techniques and tips would put you ‘way above the rest’ in terms of conducting interviews and knowing your subject well.

Outcome

At the end of this program, participants will be able to:

- Understand the different types of candidate personalities
- Ability to scan the candidate via various techniques
- Use competency-based interviewing techniques
- Evaluate and group data linked to a competency
- Make objective selection decisions based on evidence acquired
- Art of questioning to obtain vital information about candidate
- Evaluate how a candidate is thinking
- Understanding advanced body language in order to ‘read’ subjects or interviewees. (Micro expressions)

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No Topic Topic Description
1 What is of Competency Based Interviewing
  • What are competencies and defining them prior to the interview session
  • Competency frameworks and how they benefit the organisation and their people
  • Different types of competencies for different Divisions
  • Short presentation and group discussion
2 Competency Based interviews – The Framework
  • Format and techniques of a competency-based interview
  • Reminder of the WASP interview structure
  • Preparing the candidate for a competency-based interview
  • Time and structure needed to explore each competency
  • Use of competency-based interview guide
  • Facilitator demonstration with volunteer, small group work and group discussion, review of interview practice pack
3 Identifying the COMPETENCIES
  • Being clear about what are competencies required each position
  • Gather predictive information
4 THE INTERVIEW PROCESS: The Art of Questioning during the Interview
  • Realizing the power of ‘Right Questioning’
  • Competency based questions to be asked during interviews
  • How to phrase questions during interview or investigations
  • The varioorms of Questioning
  • Takeaway: Question Banks in various competencies Activity: Video clip & demonstration (role play)
5 THE INTERVIEW PROCESS part 2: Observations during interview
  • Studying the Body Language
  • Emotional state of the subject: Consistency and Contradiction
  • Signs of deception
  • Being defensive and other indicators
  • Reading the Subject
  • Activity: Role plays and demonstration
6 Dos and Don’ts during the Interview
  • Guidance on what SHOULD be done during interview
  • Things, questions and behaviour to be avoided during interview
  • Common mistakes done by interviewer
  • What reinforces the interview
  • Soliciting the desired candidate
  • Practicing skills of interviewer, note taker and observer
  • Role play: Practice sessions with internal or external candidates and observer feedback
7 Making the Selection Decision: Evaluating and rating evidence
  • Using a rating scale
  • Recommending the next stage in the selection process
  • Trainer tips presentation, exercise in trios to review and evaluate candidate responses and assign a rating, whole group review of candidate ratings and recommendations
8 Concluding the interview and determining the outcome

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