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Interviews ensure employment decisions are based on “person-job fit”. The interview helps company to determine only the best fit gets past the “gatekeeper”. An improper hiring decision will create a vicious cycle of issues such as managing poor job performance and misconducts disrupting the company’s productivity.
Hence building a strong interview process will help address many of these non-productive issues without passing through the gatekeeper. One way is by taking an approach to adopt a Competency Based Interview (CBI) process or also called Behavioral Interviewing Skills.
A CBI is based on determining the behavioral competency of candidates where it examines how candidates previously reacted or “behaved” in specific situations. Candidates draw on their own real life experiences to discuss how they handled various issues. It is based on the premise that "the most accurate predictor of future performance or behavior is past performance or behavior in a similar situation." It is the interviewer’s job to determine if the candidate’s previous behavior is desirable to the company and the relevant role to create both person-job and cultural fit.
Outline
1. General Overview
Company’s Vision and Core Values. Define Core, Behavioral and Functional Competencies.2. Job Description
Levelling the Position, Explaining Behavior and exploring Competence Based Interview.3. Selecting and Screening
Fundamentals of Competency Based Interview, Knowing the Generations, Behavior Analysis – Body Language, The Art of Questioning and crafting questions.4. S.T.A.R. Effectiveness
Developing the Questions. An appreciation of specific and generic interview questions.
5. Conducting the Interview
1. Human Resource Consultancy.
2. Drafting of Employment Contracts, Handbook and Performance documents.
3. Design, Develop and Deliver Learning and Development Programs.
4. Special Certification Programs:
a) Human Resource Certification Institute - aPHRi, PHRi, SPHRi and GPHR gold standard HR credentials.
c) Certified Operational Excellence Professional
5. Human Resource Retainer Services
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