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DTSTART;TZID=UTC:20261104T080000
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CREATED:20251210T104405Z
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UID:1559-1793779200-1793898000@brainwork-resources.com
SUMMARY:Behaviour Base Interview Technique
DESCRIPTION:INTRODUCTION \nHiring 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. \nBehaviour-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. \nIt’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. \nDo 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. \nYou 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. \nThe most successful hires fit both the job and your workplace culture. \nAt 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. \nThis 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. \n  \nLEARNING OUTCOME \nUpon successful completion of this module\, participants should be able to: \n\nPlan and prepare for the interview\nState the essential skills needed by an effective interviewer\nExplain the processes involved in managing and conducting an interview\nDevelop practical\, specific\, well-defined competency/behaviour-based criteria when interviewing candidates to assist in hiring decisions\nUse the right communication techniques when interacting with the interviewee\nPractice active listening skills and doing away with barriers to communication\nRecognise common body language of the interviewee and what the behaviours tell about the person\n\n  \nCOURSE CONTENT \nMODULE 1 :HOW DO BEHAVIOUR/COMPETENCY-BASED INTERVIEWS DIFFER FROM NORMAL INTERVIEWS? \n\nNormal Interviews (Unstructured Interviews)\nCompetency-Based Interviews (Structured Or Behavioural Interviews)\n\nMODULE 2 : COMPETENCIES AND COMPETENCY-BASED INTERVIEWS \n\nWhat is “competency”?\nWhich skills and competencies do competency-based interviews test?\n\nMODLE 3 : HOW TO PREPARE FOR THE INTERVIEW \n\nElements to be considered when preparing for the interview:\nAreas that the candidate need to be interviewed\nPreparing the questions you want to ask to measure the candidate against the above areas you have noted down\n\nMODULE 4 : BEFORE THE INTERVIEW \n\nWhat Assessment Criteria Is Needed\nReviewing Individual Candidate Information\nQuestions To Be Asked\nEnsure The Setting Is Organised And Comfortable Before Every Interview\n\nMODULE 5 : DURING THE INTERVIEW – STRUCTURING AND CONDUCTING THE COMPETENCY-BASED INTERVIEW. \n\nThe beginning: gaining attention and creating comfort\nSmile\, shake hands\, help them relax and make small talk – however tempting it is to jump straight in\nMake sure you minimise distractions (by putting your phone on mute)\nHow to connect with the interviewee\nThe platinum rule\nDiscover your communication style\nRecognising communication styles\nJOHARI WINDOW\nCOMMUNICATION ICEBERG\n\nMODULE 6 : WHAT QUESTIONS TO ASK – AND HOW? \n\nWhat types of questions should you ask?\nWhat kind of competency-based interview questions can you ask?\nHow should you ask the questions?\nThe “S-T-A-R” approach : SITUATION-TASK-ACTION-RESULTS\nBEHAVIOUR-BASED QUESTIONS to assess quality of candidates\n\nMODULE 7 : WHAT ARE THEY SAYING…. AND CONVEYING? \n\nActive listening\nWhat are you listening for?\nActive listening behaviours\nGetting rid of barriers to listening\nUnderstanding body language – interpreting behaviour\n\nMODULE 8 : HOW COMPETENCY-BASED INTERVIEW QUESTIONS ARE MARKED  \n\nPositive indicators\nNegative indicators\nMaking the selection decision\n\n  \nMETHODOLOGY \nAn adult learning approach using a combination of lectures and simulation\, exercises\, management games & group discussions \n  \nWHO SHOULD ATTEND? \nHeads of Department\, Managers\, Executives et cetera \n  \nTRAINER \nIsmail Hashim or \nMazibah Mohd Zin \n  \nFEES (WITHOUT ACCOMODATION) \nRM1\,100.00 per pax \nEarly Bird RM1\,000.00 per pax \n(20 days before program) \n2 pax RM 1\,050.00 per pax \n3 pax > RM1\,000.00 per pax \n(This fees is inclusive of 2 morning tea breaks\, 2 lunch \, 2 afternoon tea breaks\, notes and certificate of attendance for the participants)
URL:https://brainwork-resources.com/event/behaviour-base-interview-technique/
LOCATION:Kuala Lumpur/Selangor\, Malaysia
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