Competency Based Recruitment Training Course

Recruiting people who can demonstrate their ability to make a contribution to the organisation is essential to your success however, recruitment is costly in terms of time and resources so it’s critical that the process enables recognition of essential competencies that’s what this Competency Based Recruitment Training is all about.

Recruitment Training Course

Plan and conduct successful competency based selection interviews

There is an increasing demand to select people who demonstrate the specific competencies required for the role and who fit with culture of organisation. Do they align with the organisation’s values, and how effective are they when building relationships with colleagues and customers?

A competency-based approach to recruitment and selection enables you to reveal evidence of the actual performance required to make delivery of the job successful.

This competency based recruitment training event will provide individuals with all they need to demonstrate the skills and techniques to plan and conduct successful competency based selection interviews. Preparation is essential to your success in enabling the interviewee to provide evidence of strengths that make a contribution to work. The course is designed to provide practical tools, guides, templates and skills development to enable you to prepare and practice to develop the skills and behaviours to achieve successful and strategically beneficial outcomes from selection interviews:

Duration 2 Days

Competency Based Recruitment Training  Content

By the end of this course of development you will be able to:

  • Specify the competency requirements of the position and maintain focus on the interviews primary objectives
  • Design and develop an effective well-structured competency based interview
  • Capture and evaluate interview evidence objectively
  • Make effective decisions about each candidate based on the evidence of competency gained during the interview
  • Break the job tasks, outputs, skills and experience into competencies and behaviour indicators to indicate what will be required of the successful applicant in order for them to perform effectively within the job
  • Identify the skills, knowledge and appropriate behaviours to support the future needs of the organisation
  • Identify development needs
  • Determine the most appropriate method of assessing an individual against each competency and select assessment methods to enable valid assessment

What are competency frameworks and how they can be used in recruitment?

  • Competency based selection the process Using job descriptions and person specifications what do they tell us? Breaking the requirements of the job into a competencies required to perform the role effectively
  • Natural competencies – personality traits and characteristics that enhance performance in the role
  • Identifying how much a particular competency distinguishes superior from average performers
  • Assessing whether it is reasonable for new hires to have specific characteristics
  • Acquired competencies –skills and knowledge that the individual has attained or developed such as qualifications and experience
  • Adapting and transferable competencies – how the individual has applied themselves during their career Considering the future requirements of the role
  • Formulating evidence based questions What difference the approach will make to the way you attract and select staff

Competency Based Assessment Methods

  • Identifying assessment tools and techniques that are relevant to the job
  • Competency-based interviews – recognising demonstrations of competence at interview
  • Using Personality questionnaires Psychometric testing Presentations Work simulation tests Group exercises Case Studies
  • Designing specific performance assessment scenarios and questions
  • Defining and agreeing the standards and evidence of performance required for the job
  • Selecting and preparing the assessment panel

Preparation & Planning for Competency-Based Interviews

  • Providing advice for the candidate – guidance: how can they provide evidence of demonstrating the competencies
  • Avoiding bias and unequal opportunity
  • Designing the interview process around the competency framework
  • Methods for recording information from the candidate and evaluating it against the behavioural requirements of the role.

Interview Review & Decision Making

  • Preparing the panel
  • Ensuring consistency and coordination when there is more than one interviewer
  • Planning your agenda. Liaison with others involved in the process
  • The role of the HR department, assessing their information requirements
  • Assess ability and potential in a candidate against your selection criteria
  • Making the selection decision. Balancing time and removing interruptions
  • This is not an interrogation – ensuring 2 way communications
  • Putting the applicant at ease and explaining the process. Describing the role, responsibilities and tasks, skills, knowledge and attitude
  • Leaving the interviewee feeling valued
  • Looking for evidence of your requirements
  • Exploring candidate needs and wants – Recognising candidate needs and wants aspirations and motivation
  • Capturing and evaluating interview evidence