INTRODUCTION

Hiring managers must select the ‘right’ candidate. Conducting an interview, while universally used for selection, must not be limited to an evaluation of a candidate’s technical abilities. Effective organizations recognize that, to find the ‘right’ candidate, it is equally important to assess the applicant’s behavioural or cultural fit for the job and the organization.

Behaviour-based interviews (also called structured or competency-based interviews) are interviews where each question is designed to test one or more specific skills. The answer is then matched against pre-decided criteria and marked accordingly. For example, the interviewers may want to test the candidate’s ability to deal with stress by asking first how the candidate generally handles stress and then asking the candidate to provide an example of a situation where he worked under pressure.

It’s so important to get the competency-based interview right when you’re hiring, especially as it’s so easy to make costly mistakes. You have spent a lot of money, energy and time in finding suitable candidates to interview and so you want to make sure you choose the best person for your business in the long term. You need to know how to design effective questions, as well as what to probe for.

Do you hire potential employees based on your assessment of their cultural fit? If not, you should be, based on their responses to interview questions like these.

You want to hire the job applicant who, in addition to the required job skills and qualifications, exhibits the best fit within your organization’s culture. This prospective employee is most likely to be a good match for both your position and your organization.

The most successful hires fit both the job and your workplace culture.

At the same time, you want to avoid the trap of hiring people who are just like you, clones so to say. A new employee is your opportunity to bring new ideas and direction into your organization. Don’t eliminate the opportunity by picking someone who could become your best friend.

This program has been put together to help participants acquire the basic essential skills needed to carry out effective behaviour-based interviews and how to master every aspect of the interview process to ensure that you always get honest, helpful and results-oriented answers.

 

LEARNING OUTCOME

Upon successful completion of this module, participants should be able to:

• Plan and prepare for the interview
• State the essential skills needed by an effective interviewer
• Explain the processes involved in managing and conducting an interview
• Develop practical, specific, well-defined competency/behaviour-based criteria when interviewing candidates to assist in hiring decisions
• Use the right communication techniques when interacting with the interviewee
• Practice active listening skills and doing away with barriers to communication
• Recognise common body language of the interviewee and what the behaviours tell about the person

 

COURSE CONTENT

MODULE 1 :HOW DO BEHAVIOUR/COMPETENCY-BASED INTERVIEWS DIFFER FROM NORMAL INTERVIEWS?

• Normal Interviews (Unstructured Interviews)
• Competency-Based Interviews (Structured Or Behavioural Interviews)

MODULE 2 : COMPETENCIES AND COMPETENCY-BASED INTERVIEWS

• What is “competency”?
• Which skills and competencies do competency-based interviews test?

MODLE 3 : HOW TO PREPARE FOR THE INTERVIEW

• Elements to be considered when preparing for the interview:
• Areas that the candidate need to be interviewed
• Preparing the questions you want to ask to measure the candidate against the above areas you have noted down

MODULE 4 : BEFORE THE INTERVIEW

• What Assessment Criteria Is Needed
• Reviewing Individual Candidate Information
• Questions To Be Asked
• Ensure The Setting Is Organised And Comfortable Before Every Interview

MODULE 5 : DURING THE INTERVIEW – STRUCTURING AND CONDUCTING THE COMPETENCY-BASED INTERVIEW.

• The beginning: gaining attention and creating comfort
• Smile, shake hands, help them relax and make small talk – however tempting it is to jump straight in
• Make sure you minimise distractions (by putting your phone on mute)
• How to connect with the interviewee
• The platinum rule
• Discover your communication style
• Recognising communication styles
• JOHARI WINDOW
• COMMUNICATION ICEBERG

MODULE 6 : WHAT QUESTIONS TO ASK – AND HOW?

• What types of questions should you ask?
• What kind of competency-based interview questions can you ask?
• How should you ask the questions?
• The “S-T-A-R” approach : SITUATION-TASK-ACTION-RESULTS
• BEHAVIOUR-BASED QUESTIONS to assess quality of candidates

MODULE 7 : WHAT ARE THEY SAYING…. AND CONVEYING?

• Active listening
• What are you listening for?
• Active listening behaviours
• Getting rid of barriers to listening
• Understanding body language – interpreting behaviour

MODULE 8 : HOW COMPETENCY-BASED INTERVIEW QUESTIONS ARE MARKED

• Positive indicators
• Negative indicators
• Making the selection decision

 

METHODOLOGY

An adult learning approach using a combination of lectures and simulation, exercises, management games & group discussions

 

WHO SHOULD ATTEND?

Heads of Department, Managers, Executives et cetera

 

TRAINER

Ismail Hashim or

Mazibah Mohd Zin

 

FEES (WITHOUT ACCOMODATION)

RM1,100.00 per pax

Early Bird RM1,000.00 per pax

(20 days before program)

2 pax RM 1,050.00 per pax

3 pax > RM1,000.00 per pax

(This fees is inclusive of 2 morning tea breaks, 2 lunch , 2 afternoon tea breaks, notes and certificate of attendance for the participants)