Competency Based Recruitment and Interviewing Training Course
Duration
1 day.
What is this course about?
Many organisations have already developed competency frameworks, using them effectively in areas such as performance management, career development, training needs analysis and evaluation. In order to adopt a consistent approach, competencies need to be a fundamental tool of recruitment. Selection and performance must be managed against the same set of criteria. Competency-based recruitment is more than simply a case of substituting one list of requirements for another. It's a different way of thinking about recruitment involving the use of different selection tools.
This course will help you to focus on how to define and express competency requirements, attract people who meet those requirements and then select the candidates who are the most competent or have the potential to be so.
Who would benefit?
HR Managers and specialists with responsibility for recruitment.
Managers at all levels with responsibility for recruitment.
Objectives
By the end of the course delegaets will be able to:
- Understand what competencies are and why the approach is needed
- Identify new approaches to attracting and selecting staff
- Establish links between competencies and the business
- Plan a recruitment and selection process based on competencies
- Tailor a competency framework for recruitment purposes
- Design an interview framework based on the competency approach
- Conduct a competency-based interview
- Design a selection processes
- Select or create competency-based assessments
- Identify, record and judge evidence of competence through exercises
Key topics covered
1. Introductions
- Overview - group and personal objectives
2. The competency-based approach
- What are competencies?
- The purpose of competencies
- Why the competency approach is needed
- What difference it may make to the way you attract and select staff
3. Competencies and the recruitment process
- Advertising for people who match your competencies
- Attracting the right applicants
- Designing the application form
- Competency based application forms
- Defining short listing criteria and processes
- Planning the process
4. Competency-based interviewing
- Designing the interview framework around the competency framework
- Creating the means to identify, record and judge evidence of competence through questioning
- Different types of interviews
- Fairness and the interview
- Interview objectives
- Preparation for the interview
- Questioning for evidence of competency
- Using a consistent interview structure
- Taking notes that will enable fair and consistent evaluation
- Evaluating the interview
5. Assessment centres
- Designing the selection processes as a whole
- Defining and agreeing the standards
- Selecting or creating competency-based assessments
- Benefits and pitfalls
- Creating the means to identify, record and judge evidence of competence through exercise
- Choosing and enabling the assessors
- Planning the process
6. Psychometrics and competency-based selection
- What are psychometrics?
- Knowing what you are looking for
- Operational issues around using psychometrics
- Linking psychometrics to competency frameworks
- Feedback of test results and personality data
7. Decision making
- Defining the criteria for each stage of the process
- Planning the decision making process
- Feedback
- Evaluating the process
8. Review and action plans
- What am I going to do differently?
- How will I monitor my improvement?
- How will I seek continuous improvement?
- My action plan
