Competency Based Interview and Selection for Hiring Managers

Introduction

All great business leaders agree on one thing – that an organization’s greatest asset is its people. Yet most leaders take a very unscientific approach to talent acquisition. This course will explore how you can take the risk out of hiring, by adopting the idea that past behavior is a brilliant indicator of future performance. 

Too often organizations hire incorrectly. They base their hiring upon trying to hire a mirror image of the previous incumbent or on a job description that is out of date or hopelessly ineffective. Effective hiring begins with identifying the qualities of individuals most likely to succeed in the organization and by defining the results that you require from the role. Attitudes and behaviors are key. 

Competency-based recruitment provides a roadmap and a clear guide to finding the right candidates for your roles. Used by some of the world’s greatest organizations, competency-based recruitment will revolutionize the way you hire.

Objectives

You Will Learn:

• How to identify the qualities and characteristics of individuals most likely to succeed in your organisation
• How to put together a brilliant job description that is relevant, succinct and a blueprint to hire great people
• How to develop a competency framework that will provide a clear guide to finding the right people
• Appropriate selection techniques to identify and verify that the candidates have the right competencies
• How to conduct competency-based interviewing to design a faultless interview structure and become an expert interviewer

Training Methodology

This course is hugely interactive with lots of real-life situations and case-studies to draw upon. The course will be interesting, informative and entertaining. The course will use videos, games and lots of group activity. You will come away with many templates to use in your day-today roles. You will also have access to the Course Director and all the tools at his disposal. You will receive handouts, links, questions and competencies that you will be immediately able to use at your workplace.

Typical Templates:

• Competency framework
• EVP builder template
• Competency list and explanation of their meaning/ application
• Job description builder

Who Should Attend?

This course is ideal for anyone in a position to hire great people. It is designed for middle to senior management and HR/recruitment teams. Some job profiles that will benefit from attending include:

• Line Leaders and Managers
• Team Leaders
• HR Recruitment
• HR Administration
• Recruitment Consultants
• Talent Acquisition
• Human Resource Managers/Directors

Course Outline

DAY ONE: Introductions and scene setting

Talent:

• Why talent is important
• Global talent trends
• Case studies – Good vs. great companies

This session will explore what McKinsey calls “The War for Talent”. We learn why all organisations must adopt a “talent culture” if they wish to succeed. We explore one of the fundamental reasons why companies move from “good to great”.

Recruitment:

• The importance of getting recruitment right
• The recruitment process
• The common mistakes in hiring
• The problem with recruitment

We look at typical ways that company’s hire and the most common mistakes in hiring (and how to avoid those mistakes). We explore the typical recruitment process and the critical control points.

Competency Frameworks:

• What is a competency framework?

An in-depth look at defining role responsibilities and organisational behaviours. We will look at how competency frameworks provide clarification around the skills, knowledge, abilities, attributes, experience, personality traits and motivators required for a role.

DAY TWO:

Foundations – Getting It Right from the Start Too often we begin from the wrong place in recruitment. In this part of the course, we explore the reasons for recruiting and look at the end result and problems we are trying to solve

Creating a Brilliant Brief and Job Description with Competencies at the Core: The brief is the most important part of a job role but sadly, it is often neglected. Here, we will look at the roles you typically try and recruit for and deconstruct the brief.

First Exploration of Typical Competencies Did you know there are over 40 agreed competencies to hire for? In this session, we look at those competencies in greater depth and adopt a “less is more” approach. We will adopt a “four squared” approach that breaks down the four main generic clusters of competencies.

Getting the Right Competencies into the Brief Once we have looked at the competencies, we can then incorporate them into the brief so we have the perfect roadmap to recruit for. On this day, we will also use competencies to identify gaps in your organisation and allow for succession planning.

DAY THREE:

Competencies  : On Day Three, we explore the practical use of competencies when hiring and how to incorporate them into your search. We take a break from the core-competency administration and share some tips and hints on how to conduct effective search and selection.

DAY FOUR:

Selection Tools: Day Four looks at appropriate selection tools. Once the qualities desired in candidates have been identified, recruiters need to select the appropriate selection tools to identify and verify them.

Competency Based Interviewing This is the most common selection tool and we look at why many organisations don’t make the best of it. We look at effective interviewing techniques and how to successfully interview.

DAY FIVE:

Competencies and Psychometric Testing we explore tests, questionnaires and exercises that illustrate if the competencies we require can be found in places “beyond the interview”.

Interview Structure A structure you can use again and again.