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.
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