Why come on this course?
This course provides a comprehensive overview of the Competence Based Interviewing (CBI) process, and looks at methods and techniques. A highly practical course, you will practice role play interviews and consider different styles, techniques and approaches. You will also come away with a simple and robust scoring system for recording and comparing interview notes as well as an understanding of the relevant legislation underpinning the topic. This will improve your confidence in interviewing for ANY type of role.
Who is it for?
This course is designed for managers, supervisors and HR professionals who regularly interview for new employees. Ideally, the course would involve a core number of people from the same organisation, so that key learning can be shared, taken away and implemented more effectively in their organisation. The recommended maximum is 12 delegates.
What will I learn?
By the end of this course you will:
- Understand the difference between hypothetical and CBI questions
- Compare and contrast selection methods and their predictive validity
- Experiment with different types of question to use in interviews
- Understand the relevant legislation underpinning CBI including Equality and Data Protection
- Be better able to objectively evaluate job applicant performance
- Have a more effective control of offer/candidate management
Types of interview process
- The range of selection methods and their predictive validity
- Which techniques to use and why
- The role of different assessment methods including testing and presentations
- Who should be involved?
Interview selection using competencies
- What are competencies?
- A simple competency model for interview scoring and notes
The Interview Structure
- What do you want to achieve at each stage
- Balancing the need for information exchange and acquiring evidence
- Motivations and their role in offer management
- Where to start and where to end - timing
- Practical issues
Interview and questioning styles
- The merits and uses of open, closed, loaded and probing questions
- Questioning skills - Competency-based interviewing & hypothetical – difference and which to use
- Relevant interview legislation including Equality, Data Protection & Tribunals
- ‘Difficult candidates’ – how to handle them
- Bringing it together – role play including interviewing & observation (plan, do, evaluate & improve)
Closing the loop
- Objective evaluation of selection decisions - evidence
- Making the offer – how and when
- Next steps to apply the learning