Competency-Based Recruitment and Interviewing

In Edinburgh and London

£ 595 + VAT

Description

  • Duration

    1 Day

Description

This course will enable you toUnderstand what competencies are and why the approach is neededIdentify new approaches to attracting and selecting staffEstablish links between competencies and roles within the businessPlan a recruitment and selection process based on competenciesDesign an interview framework based on the.
Suitable for:HR and specialists with responsibility for recruitmentManagers at all levels with responsibility for recruitment

Facilities

Location

Starts

Edinburgh (Midlothian/Edinburghshire)
16 St Mary'S Street, EH1 1SU

Starts

On request
London
See map
The Hatton 51-53 Hatton Garden, EC1N 8HN

Starts

On request

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Course programme


Overview
Many organisations have already developed competency frameworks, using them effectively in areas such as performance management, career development, training needs analysis and evaluation. In order to adopt a consistent approach, competencies need to be a fundamental tool of recruitment. Selection and performance must be managed against the same set of criteria. Competency-based recruitment is more than simply a case of substituting one list of requirements for another. It's a different way of thinking about recruitment involving the use of different selection tools.

This highly participative course will provide you with a solid grounding focus on how to define and express competency requirements, attract people who meet those requirements and then select the candidates who are the most competent or who have the potential to be so.
Organisations that can clearly define their competency requirements and attract and select those candidates who match the needs of the business will always get the best return from their investment in people.


Who Should Attend?

  • HR and specialists with responsibility for recruitment
  • Managers at all levels with responsibility for recruitment


Course Objectives


This course will enable you to

  • Understand what competencies are and why the approach is needed
  • Identify new approaches to attracting and selecting staff
  • Establish links between competencies and roles within the business
  • Plan a recruitment and selection process based on competencies
  • Design an interview framework based on the competency approach
  • Conduct a competency-based interview
  • Design your selection processes
  • Identify, record and judge evidence of competence through exercises


Focus

The Competency-Based Approach

  • What are competencies?
  • The purpose of competencies
  • Why the competency approach is needed
  • What difference it may make to the way you attract and select staff

Competency Frameworks

  • The role of competency frameworks within the business
  • Links to business goals, culture and values
  • Examples of competencies
  • Tailoring your competency framework for recruitment purposes.

Competencies and the Recruitment Process

  • Advertising for people who match your competencies to attract the right applicants
  • Designing the application form
  • Defining short listing criteria and processes

Competency-Based Interviewing

  • Designing the interview framework around the competency framework
  • Creating the means to identify, record and judge evidence of competence through questioning
  • Preparing to question for evidence of competency
  • Taking notes that will enable fair and consistent evaluation

Assessment Centres

  • Benefits and pitfalls of Assessment Centres
  • Designing the selection processes as a whole
  • Defining and agreeing the standards
  • Creating the means to identify, record and judge evidence of competence through exercise
  • Choosing and enabling the assessors
  • Planning the process

Psychometrics and Competency-Based Selection

  • What are psychometrics?
  • Knowing what you are looking for
  • Operational issues around using psychometrics
  • Linking psychometrics to competency frameworks
  • Feedback of test results and personality data

Decision making

  • Defining the criteria for each stage of the process
  • Planning the decision making process
  • Feedback
  • Evaluating the process

Competency-Based Recruitment and Interviewing

£ 595 + VAT