The British Academy for Training and Development offers this course in Competency Based Interviewing. This course is designed to equip HR professionals, hiring managers, and recruitment teams with the essential skills and knowledge needed to conduct effective competency-based interviews.

As organizations continue to evolve, it becomes increasingly important to utilize structured interview techniques that help identify candidates who not only fit the job but also align with the organization's culture and values. This course will introduce participants to the principles of competency-based interviewing (CBI), help them understand how to assess competencies effectively, and enhance their ability to conduct interviews that predict future performance based on past behavior.

Who Should Attend?

• Human Resources professionals looking to enhance their interviewing skills.
• Hiring managers responsible for recruitment and selection processes.
• Team leaders and supervisors involved in the interview process for potential hires.
• Recruitment consultants aiming to improve their competency assessment techniques.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Understand the principles and benefits of competency-based interviewing.
• Develop and use competency-based interview questions that assess key skills and behaviors.
• Conduct competency-based interviews effectively, ensuring consistency and fairness in evaluating candidates.
• Apply evaluation techniques to assess candidate responses based on the competencies required for the role.
• Integrate competency-based interviewing into their overall recruitment strategy to improve hiring decisions.

• What is Competency-Based Interviewing?
  • Overview of competency-based interviewing (CBI) and its objectives.
  • The role of CBI in assessing past behavior as an indicator of future performance.
  • How CBI improves objectivity and consistency in hiring decisions.
• The Core Principles of CBI
  • Understanding competencies and their relevance to job performance.
  • The difference between technical skills, soft skills, and behavioral competencies.
  • The importance of defining competencies before the interview process.
• Key Benefits of CBI
  • Enhancing the quality of hiring decisions by focusing on evidence-based data.
  • Reducing interviewer bias through structured question techniques.
  • Ensuring that hiring decisions align with organizational values and culture.
• Creating Effective Interview Questions
  • How to identify the key competencies required for the role.
  • Techniques for crafting clear, concise, and focused interview questions.
  • Aligning questions with both job-specific and organizational competencies.
• Structuring Behavioral Questions
  • Understanding the role of behavioral questions in assessing past actions.
  • Developing questions using the STAR (Situation, Task, Action, Result) method.
  • Ensuring questions are relevant to the competencies you aim to assess.
• Tips for Writing Effective CBI Questions
  • How to avoid common pitfalls in question formulation.
  • Ensuring questions are free from bias and leading language.
  • Using language that encourages candidates to provide detailed examples.
• Preparing for the Interview
  • How to set up a structured interview environment.
  • Briefing the interview panel on the competencies and evaluation criteria.
  • Ensuring consistency in the interview process across different candidates.
• Interview Techniques for Success
  • Creating a comfortable atmosphere for candidates to express themselves.
  • How to effectively use the STAR technique to gather rich responses.
  • Managing the flow of the interview to stay on track and cover all necessary competencies.
• Effective Questioning Strategies
  • Probing deeper into candidate responses for more clarity.
  • How to redirect or rephrase questions for candidates who provide vague answers.
  • Balancing between questioning and active listening to gather comprehensive insights.
• How to Assess Candidate Responses
  • Establishing clear criteria for evaluating responses based on competencies.
  • The importance of focusing on specific examples rather than general statements.
  • Evaluating responses in a structured, objective manner.
• Rating and Scoring Candidate Responses
  • Introduction to scoring systems for assessing competency levels.
  • How to rate responses based on depth, clarity, and relevance.
  • Techniques for maintaining fairness and consistency when scoring.
• Avoiding Bias in the Evaluation Process
  • Identifying and mitigating unconscious bias during the interview and evaluation process.
  • Using objective criteria to assess candidate performance.
  • Techniques for ensuring a fair and equitable evaluation of all candidates.
• Building a Consistent Interview Framework
  • Integrating competency-based interviewing into your organization’s hiring practices.
  • Standardizing the interview process across different departments or roles.
  • The importance of continuous improvement in interview techniques.
• Combining CBI with Other Recruitment Methods
  • How to complement competency-based interviewing with other assessment methods (e.g., psychometric tests).
  • Leveraging CBI for better alignment with organizational culture and values.
  • Using CBI to predict future job performance and reduce turnover.
• Final Tips for Success in CBI
  • Best practices for interviewers to ensure a smooth, successful interview.
  • Continual learning and improvement in interviewing skills.
  • How to refine your interviewing approach based on feedback and experience.