Behavioural Interview Skills for New Managers
Details
Research shows that Competency Based Interviewing approach has been effective as it enables the interviewer to obtain the relevant and crucial information concerning the candidates’ capability of handling both the job as well as competency traits that will
match with the Organisation’s culture.
DESIGN FOR
HR Directors, Managers, Professionals & Line Managers who are responsible for recruiting.
LEARNING OUTCOMES
- Understand the importance of effective hiring
- List the stages of a Recruitment & Selection Process
- Use Iceberg Competency Model & 4C’s model
- Apply competency based interviewing framework, skills and tools
- Identify the C.O.C.A qualities of an interviewer
- Know how to set the stage for an effective interview process
- Develop a fair and consistent interview process for selecting employees
A combination of Facilitator Presentation, Icebreaker activities, Group discussions/exercises, Video Clips, Role Play & Experiential Exercise, Group Activities
Outline
Introduction and Importance of Interviewing
- Introduction & Program Roadmap
- Overview and importance of Hiring and interviewing Skills
Recruitment & Selection Process
- Stages of Recruitment & Selection
- Competence Model– Iceberg Model
- The 4Cs for Candidate Suitability – Competence, Compatibility, Chemistry & Compensation
Qualities of An Interviewer
- Essential Interviewer’s Qualities
- C.O.C.A Model – Connecting, Observing, Communicating, Assessing
Competency Based Interview
- Establish Interview Objectives
- Review available documents and identify any gaps in employment
- Prepare Competency Based Interview Questions
- Plan Interview Structure
- Interview Skills & Tools
- During Interview
- Evaluating, Deciding & Following Up
- Comparing and evaluating candidates
Finalising the Selection and Follow Up
- Tips for a Successful interview and selection
- Red Flags to take note
- Negotiation on Compensation & Benefits
- Reference Check for Successful Appointment
- Preparation for On-boarding
Inaugurated as a voluntary society on 29 January 1966, the Malaysian Institute of Management (MIM) was incorporated as a limited company on 28 March 1975. As the national management organisation, MIM’s primary role is to promote management skills across Malaysia, exposing Malaysian companies to management best practice from all corners of the globe. It also acts as an important bridge between the private and public sectors.
Independent, non-political and not-for-profit, MIM serves as a platform for the free exchange of management ideas and experience, bringing together managers and organisations from all walks of life. It is also a development centre, committed to enhancing and maintaining professional management standards.
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