Competency Based Interviwing Skills

INTRODUCTION

This training aims at highlighting why interviews have a high impact on hiring decisions and steps that can be put in place to increase their reliability while ensuring legally defensible levels of fairness and consistency. It is designed to curb all the common mistakes untrained interviewers commit when meeting with job candidates especially improper questioning and poor pre-interview preparation.

Bythe end of this training the participants should be able to understand:

       COURSE OBJECTIVES

• To define the importance of interviewing as a method of selection, brainstorm common mistakes untrained interviewers commit and define ways to overcome them.
• Ability to list main types of selection interviews and when and how to use each.
• How to design a competency based interview guide using competencies and values and use it to collect the data from the interviewees.
• To conduct a probing interview designed to uncover behavioral characteristics of applicants.
• Ability to use the data collected to complete a gap analysis and decide on the most suitable candidate.

         DURATION

            5 days

         WHO SHOULD ATTEND

• This course is targeted at anyone involved in assessing candidates prior to hiring. It is of particular benefit to line managers involved in interviewing candidates for vacancies in their respective functions. The course is ideal for professionals in human resources especially those working within the functions of recruitment, selection and workforce planning. The target competencies include:
•  Recruitment
•  Short-listing
• Interviewing
• Questioning and  probing
• Note-taking
• Report writing
• Decision making

 COURSE CONTENT

 Module 1: Interview as a method of selection

Prevalence of the  interview as a selection method

Reliability and validity of interviews

Reliability of CVs,

Why interviews remain the resumé s and biodatas

most reliable

Problems with typical interviews: before, during and after

Overcoming problems with interviews

Module 2: Types of selection interviews

Screening and biographical interviews

Biographical interviews

Stress interviews and why they are unethical

Panel interviews

Rules for conducting a panel interview

Module 3: Competency-Based Interviews (CBI)

Pre-interview steps

Preparing a CBI guide

Using competencies and values for building the guide

Standardizing questions

Organizing venue and material

The need for consistency and ethical implications

Module 4: Structure of a CBI

Introduction techniques

Opening statements

Conducting the interview/questions

Open and closed questions

Hypothetical questions: when and how

Leading questions and how they should be used

STAR funneling technique

FACT funneling technique

Disallowed questions

Closing the interview Module

Module 5: Post interview steps

Classifying and evaluating captured data

Linking data with competency guide

The legal and ethical aspects of translating data to reports

Producing interview reports

Selection decision

Using decision matrixes (in the absence of a competency framework)

Using gap analyses

Compensatory and non-compensatory method

GENERAL NOTES

• This course is delivered by our seasoned trainers who have vast experience as expert professionals in the respective fields of practice. The course is taught through a mix of practical activities, theory, group works and case studies.
• Training manuals and additional reference materials are provided to the participants.
• Upon successful completion of this course, participants will be issued with a certificate.
• We can also do this as tailor-made course to meet organization-wide needs. Contact us to find out more: [email protected]
• The training will be conducted at DATA-AFRIQUE TRAINING CENTRE, NAIROBI KENYA.
• The training fee covers tuition fees, training materials, lunch and training venue. Accommodation and airport transfer are arranged for our participants upon request.