Specialist in Mastering Behavioral and Competency-Based Interviewing: A Strategic Approach toward Job analysis, Job evaluation and Talent Acquisition

Course Activities • Method: Interactive workshops, role-playing exercises, case studies, and hands-on practice with designing and conducting interviews. • Assessment: Participants will be assessed ... Show more
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HRARD
444 Students enrolled
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1.      

Module 1: Foundations of Behavioral and Competency-Based Interviewing

Objective: Provide a foundational understanding of the principles and importance of behavioral and competency-based interviewing in talent acquisition.

  • Overview of Interview Types: Introduction to various interview types, including behavioral, situational, rapport building, open-ended, and closed questions.
  • Behavioral Interviewing Basics: Understanding the concept that past behavior is the best predictor of future behavior.
  • Competency-Based Interviewing: Identifying and evaluating specific competencies required for the job role.
  • Importance in HR: How behavioral and competency-based interviewing techniques contribute to better hiring decisions and organizational success.

Module 2: Job Analysis – Introduction and Key Concepts with its practical implementation

·       Conducting a Job Analysis – Practical exercises

          Steps: Identify tasks, write and rate task statements, determine KSAOs, select tests.

·       Methods of Job Analysis

–             Observation, Interviews, Questionnaires (PAQ), Diary, CIT.

·       Application

– Uses in job descriptions, selection, training, appraisal, and compliance.

 

Module 3: Job Evaluation – Introduction, Definition, Purpose, and Importance for fair pay structures.

·       Evaluation Methods – Practical exercises

          Qualitative: Paired Comparison, Job Ranking.

–             Quantitative: Point-Factor, Factor Comparison.

Module 3 : Designing Effective Behavioral Interview Questions

Objective: Equip HR professionals with skills to design and implement effective behavioral interview questions.

  • Structuring Behavioral Questions: Techniques for framing questions that require candidates to reflect on past experiences.
  • STAR Method: Introduction and application of the STAR  method for structuring answers.
  • APRIL Method: Exploring the APRIL method as an alternative questioning framework.
  • Creating Question Banks: Developing a bank of questions tailored to specific competencies and job roles.

Module 4: Conducting Behavioral Interviews

Objective: Teach HR professionals how to conduct behavioral interviews effectively, ensuring consistency and reliability.

  • Effective Questioning Techniques: Strategies for using open-ended, contrary evidence, and situational questions to elicit detailed responses.
  • Building Rapport: Techniques for making candidates comfortable, which leads to more authentic responses.
  • Using Silence: How to use pauses and silence effectively to encourage candidates to provide more information.
  • Interview Structure: Organizing the interview to cover all necessary competencies while maintaining a conversational flow.

Module 5: Evaluating Candidates Using Competency-Based Approaches

Objective: Provide tools and techniques for evaluating candidates’ responses in a structured and objective manner.

  • Structured Interviews: The importance of using structured interviews with predetermined questions and scoring criteria.
  • Behavioral Dimensions: Key behavioral dimensions frequently measured, such as general intelligence, job knowledge, personality, and applied social skills.
  • Rating Responses: Using anchored rating scales to score responses consistently and objectively.
  • Bias Mitigation: Techniques for reducing interviewer bias and ensuring fairness in the evaluation process.

Course Activities

  • Method: Interactive workshops, role-playing exercises, case studies, and hands-on practice with designing and conducting interviews.
  • Assessment: Participants will be assessed through quizzes, assignments, and a final project involving the design and execution of a mock interview using behavioral and competency-based techniques.
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Course details
Duration 24 hours
Lectures 5
Video 24 hours
Level Intermediate
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