The overall aim of this course is for the trainee to be able to assess candidates based on specific traits, skills, and behaviors that are essential for success. The course aims to predict the candidate’s future performance by using targeted questions focused on analyzing past situations and behaviors, in order to predict their future performance in the workplace.

Course Objectives:

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.

Target Audience:

All employees working in human resources, including: HR staff, specialists, professionals, managers, supervisors, and recruitment specialists.

• Communicate With Others
• Teamwork
• Time Management
• Conduct Interviews
• Prepare Interview Questions
• Planning and Organizing
• Functional Tests
• Analytical thinker
• Logical Reasoning
• Capacity Detection

Course Methodology:

This training course will be carried out through the use of best practices and the right combination of engaging and purposeful tools such as:

• Practical, relevant case studies
• Group activities and workshops
• Related role plays
• Experiential learning
• Brainstorming
• Stimulating mental activities
• Engaging team competitions
• Suitable training Videos
• Presentations
• Self–assessments
• Learning with Simulations and Games

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.