|
|
|
Interview for Success: A half-Day Competency Based Workshop (ISD)
Product Code: ISD |
Price: |
| | 1 9 | $250.00 | 10 24 | $237.50 | 25 49 | $225.00 | 50 + | $212.50 |
|
|
|
|
Competency-based interviewing techniques will give your company a strategic focus by allowing hiring managers to integrate job-specific, future-oriented competencies into their interviews. This workshop teaches participants to identify key competencies (characteristics that differentiate outstanding performers from average performers in a given job) and build those competencies into their hiring and selection process in order to attain this strategic focus.
Interviewing for competencies follows a structured format. This workshop takes you step-by-step through the the process a hiring manager can use to build a customized interview format for each individual position. Each jobs duties and responsibilities are charted and the critical skills needed to perform these duties and responsibilities at a superior level are identified and reformed into questions.
Video role-plays effectively model behavioral interviewing practices and provide learners with a structured format to recognize and critique, good and bad approaches.
With a series of Job Aids for each step, as well as a database of competencies, behaviors, and more than 300 effective behavioral interviewing questions provided on CD-ROM, this easy-to-use tool enables the hiring manager or human resources professional to expertly build a competency-based interview. Time Guidelines
The Workshop takes a half-day to complete.
Competency-Based Interviewing Model: |
|
|
Step 1. |
Assemble job information -Ask yourself: What does this person do? -List duties/responsibilities |
Step 2. |
Link skills to tasks -Derive the skills needed to perform duties -Skills can be duplicated -Make a master list, eliminating duplicates |
Step 3. |
Pick the skills to interview for -Cross out skills that should be assessed elsewhere -Eliminate skills that do not distinguish superior performance -Highlight questions you want to probe |
Step 4. |
Develop interview questions from competencies -Identify target behaviors for each competency -Write 2-3 interview questions per competency |
Step 5. |
Modify Interview with Big 5 Personality Assessment (optional)
|
Step 6. |
Listen for complete responses -Stay in control: Dealing with difficult candidates -Situation, Behavior, Outcome -Use probes to obtain missing information |
Step 7. |
Assess -Use structured rating materials -Document -Turn downs (declines) -Assess yourself |
|
|
|
|
|
|