At the end of this course, the participants should be able to:

• Explain the concept of competency-based interviews (CBI) and how they differ from traditional interviews.
• Describe the importance and benefits of using competency-based interviews in recruitment.
• Prepare effective questions for competency-based interviews.
• Develop candidate evaluation models for various organizational levels to be used in competency-based interviews.
• Link candidate evaluation models to the organization’s trends, mission, and values.
• Align candidate evaluation models with organizational, technical, and leadership competencies.
• Prepare competency indicators and link them to interview questions.
• Focus on the subconscious of candidates in evaluating behavioral competencies and the conscious mind in technical competencies.
• Conduct competency-based recruitment interviews effectively.

Definition of Competency-Based Interviews (CBI)

• The concept of competency-based interviews (CBI).
• The difference between traditional interviews and competency-based interviews.

Importance and Benefits of Competency-Based Interviews

• The role of competency-based interviews in improving the accuracy of candidate selection.
• Benefits of competency-based interviews.
• Aligning appointments with organizational competencies.

Preparing Questions for Competency-Based Interviews

• Preparing effective questions to assess behaviors, skills, and experiences.
• Using the STAR method to evaluate candidates' responses.

Developing Candidate Evaluation Models

• Designing evaluation models suitable for various organizational levels.
• Customizing models based on roles and required competencies.

Linking Evaluation Models to Organizational Trends

• Aligning evaluations with the organization's mission, values, and strategic goals.
• Connecting evaluation models to organizational competencies.

Including Organizational Competencies (Behavioral, Technical, and Leadership) in Models

• Developing standardized evaluation criteria according to defined competencies.
• Preparing competency indicators and linking them to interview questions.
• Identifying behavioral and technical competency indicators and linking them to appropriate questions.
• Using indicators to assess how well the candidate matches the requirements.

In-depth Evaluation of the Conscious and Subconscious Mind

• Evaluating behavioral competencies through the candidate’s subconscious mind.
• Accurately evaluating technical competencies through the conscious mind.

Conducting CBI Interviews Effectively

• Effective listening and analysis skills during the interview.
• Managing time during the interview to achieve the desired goals.