Introduction to Competency-Based Interviewing:

•       Overview of Competency-Based Interviews: Definition and purpose.
•       How it differs from traditional interviewing methods?
•       Benefits of competency-based interviewing in the hiring process?

Competency Frameworks:

•       Understanding competencies and their importance.
•       Types of competencies.
•       How to develop a competency framework for specific roles.
•       Real-world examples of successful competency frameworks.
   

Tools and Techniques for Competency Mapping:

•       Creating a competency matrix.
•       Tools and software for defining competencies.
•       Case studies of organizations using competency mapping.

Identifying Key Competencies for the Role:

•       Defining job requirements based on competencies.
•       Aligning competencies with job descriptions.
•       Analyzing job functions to determine essential and desirable competencies.
   

Developing Behavioral Questions:

•       Behavioral Questions vs. Traditional Interview Questions.
•       Understanding the STAR method (Situation, Task, Action, Result).
•       Crafting competency-based questions.
•       How to structure open-ended questions to elicit valuable insights?
•       Creating an Interview Guide.
•       Structuring interviews around key competencies.
•       Ensuring consistency and fairness in the questioning process.
•       Sample templates for creating interview guides.
•       Practical Application. 
  
   

Practice Interviewing Techniques:

•       Interviewing Best Practices.
•       Building rapport and ensuring candidate comfort.
•       Managing the flow of the interview.
•       Active listening and probing techniques.
•       Mock Interviews and Role-Playing.
•       Participants conduct mock interviews.
•       Constructive feedback on questioning techniques and evaluation.

Ethical Considerations:

•       Maintaining professionalism and integrity.
•       Ensuring transparency and fairness.
•       Handling difficult candidates or sensitive situations.

Evaluating Candidates:

•       Rating Responses to Competency-Based Questions.
•       Developing scoring criteria for competency responses.
•       Avoiding biases during evaluation.
•       Calibration sessions: ensuring alignment among interview panel members.
•       Incorporating skills assessments and job simulations.
•       Role of psychometric tests in evaluating competencies.
•       Case studies on using assessment tools in interviews.

Competency-Based Selection:

•       Collating interview data for decision-making.
•       Balancing technical skills with competencies in the selection process.
•       Using competency scores to rank and select candidates.
•       Managing diverse opinions and reaching a consensus.

How to control bias in the selection process?

•       Understanding Cognitive Biases.
•       Common biases that affect interviewing.
•       Techniques for minimizing bias in the selection process.
•       Implementing structured decision-making frameworks.
•       Ensuring Diversity and Inclusion in Hiring.
•       Best practices for promoting diversity through competency-based interviewing.
•       Case studies.
•       Practical application (Role-playing).

Post-Interview Processes:

•       Making the Final Decision.
•       Reviewing all data collected from interviews and assessments.
•       Conducting reference checks (Best practices).
•       How to communicate the decision to successful and unsuccessful candidates?
•       Feedback and Continuous Improvement.
•       Providing constructive feedback to candidates.
•       Gathering feedback from candidates to improve the interview process.
•       Continuous improvement of the competency-based interview framework.
•       Practical Application.