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Start-It-Right Competency & Behavioural Based Interviewing Skills

25-26 Sep, 2024, Wyndham Grand Bangsar Kuala Lumpur

IPA Training is Registered with

Venue Details

Wyndham Grand Bangsar Kuala Lumpur
No 1, Jalan Pantai Jaya, Tower 3, 59200 Kuala Lumpur, - 59200

https://all.accor.com/hotel/ 7962/index.en.shtml


Phone : (603) 2298 1888
Fax : (603) 2298 1999

Contact us

FOR COURSE DETAILS

Juliany,

Office: 03 2283 6109

Mobile: +60 122281247

juliany@ipa.com.my

Phoebe,

Office: 03 2283 6100

Mobile: +60 193637822

phoebe@ipa.com.my

Bee Teng,

Office: 03 2282 6112

Mobile: +60 172566121

beeteng@ipa.com.my

FOR CUSTOMISED IN-HOUSE TRAINING

Jane,

Office: 03 2283 6101

Mobile: +60 129418251

jane@ipa.com.my

Keith,

Office: 03 2283 0000

Mobile: +60 162272735

keith@ipa.com.my

ADDRESS

A-28-5, 28th Floor, Menara UOA Bangsar,
No.5, Jalan Bangsar Utama 1,
59000 Kuala Lumpur

FOCUSING ON
  • Module 1: Overview And Importance Of Hiring And Interviewing Skills
  • Module 2: Selection & Recruitment Process
  • Module 3: Essential Interviewer’s Qualities
  • Module 4: Panel Interview & Interview Assessment Form
  • Module 5: Interviewing Skills & Techniques
  • Module 6: S.T.A.R Technique
  • Module 7: Evaluating, Deciding & Follow-Up
  • Module 8: Interviews-In-Action
COURSE OBJECTIVES

The purpose of interviewing is to ensure if the job applicant is eligible and suitable for the job. 

Eligibility determines the knowledge, skills and experience for a particular job and this is made reference to the Job Description or the Person Specification of the vacant position.

Suitability is to determine the personal traits and mental capabilities to match the requirements for the job.  Research shows that competency/behavioral based interviewing approach has been effective as it enables the interviewer to obtain the relevant and crucial information concerning the candidate’s capability of handling both the job as well as behavioral traits that will match with the Organization’s values and culture.

It is always to be remembered that Attitude (Behavior) together with Aptitude (Knowledge & Skills) will take one to Altitude if one has the Aspiration, drive, energy and determination to excel and hence Competency & Behavioral based interviewing skills covers these aspects of 4 As’.

The Competency & Behavioral based interviewing approach requires the candidate to demonstrate the required competency and to pinpoint specific instances in which a particular behavior was exhibited on past events. From the answers given by the candidate as to how he/she applied the knowledge and skills at or outside of work, such indicators are the best tool to identify the candidate on the characteristics as well as the ability to perform on the job.

By the end of the course, participants would have gained the knowledge, learning and fundamental skills to conduct a Competency & Behavioral Based Interviews at the workplace based on the following:

  1. Knowing the Importance of Hiring to both the Organization and Hiring Manager.
  2. Understanding the importance of the different stages of the Recruitment & Selection Process.
  3. Understanding Why Preparation and Alignment is important to the interview process.
  4. Applying the Iceberg Model of Eligibility vs. Suitability
    • Eligibility: Technical know-how of the position
    • Suitability: Competency & behavioral aspect of delivering the job in the most efficient manner
  5. Assessing the 4Cs of candidate suitability.
  6. Having the confidence and personal mastery to be self-aware with the C.O.C.A Model
  7. Using Panel Interview – a reliable method of interview, clarity and impartiality on the role of the interviewer.
  8. Being able to listen attentively and structure questions to probe using the S.T.A.R Technique to assess the suitability of the candidates.
  9. Explaining the purpose of framing interview questions around the candidate’s actual work experience.
  10. Using Role play on the probability of success for the job.
WHO SHOULD ATTEND
  • Employers
  • HR Managers / HR Executives
  • Hiring Managers and HR Business Partners
  • Compensations & Benefits Managers / Executives
  • Heads of Department
  • Heads of Division / Operation Managers / Executives
METHODOLOGY

  • This course is designed and delivered based on adult learning principles. These include:

    • Facilitated learning
    • NLP structured delivery
    • Role plays
    • Reflections through debriefs
    • Videos
    • Interactive/team activities
    • Group discussions

    During role plays, participants will be shadow-coached, assessed and evaluated on their interviewing skills.

DAY 1
9:00

Module 1: OVERVIEW AND IMPORTANCE OF HIRING AND INTERVIEWING SKILLS
Introduction & Program Roadmap

  • Opening & Welcome Address
  • Program Roadmap, Objectives and Approach
  • Overview and importance of Hiring and Interviewing Skills

Outcome

  • Getting to know each other
  • Managing expectations and setting ground rules
  • Importance of Hiring Right
  • Being the Brand Ambassador for the Organization


 

Module 2: SELECTION & RECRUITMENT PROCESS

  • Stages of Recruitment & Selection
  • Iceberg Model – Eligibility vs. Suitability
  • The 4Cs Suitability Model – Competence, Chemistry, Compatibility & Compensation

Outcome

  • Alignment to the Organization’s Core Values and Recruitment process
  • Eligibility vs Suitability - establishing behavioral assessment of knowledge, skills, traits and performance
  • Understanding the needs of the millennial/Gen Z workforce.
10.45

Module 3: ESSENTIAL INTERVIEWER’S QUALITIES

  • C.O.C.A. Model – Connecting, Observing, Communication & Assessing

Outcome

  • Self-awareness and self-reflection
  • Ability to suspend judgment
  • Ability to build rapport, observe behavior/blind spots, ask questions, listen attentively and ascertain knowledge, skills, abilities & attitude and body language.
  • Reduce Interview Bias.
 

Pre-Interview Alignment

 

Panel Interview

  • The Basic Principles of Panel Interview
  • The Benefits of Panel Interview
  • Knowing the Role of a Panel Interviewer

Outcome

  • The advantages of holding a Panel Interview.
  • Role clarity and what to ask in a Panel Interview
 

Interview Assessment Form

  • Planning the interview structure
  • Aligning interview assessment form and core competencies.
  • Preparing Behavioral Based Interview Questions

Outcome

  • Understand and align the core competencies in the interview assessment form
  • Sequence of planning & preparation
1:00 Lunch
2:00

Module 5: INTERVIEWING SKILLS & TECHNIQUES
During Interview

Interviewing Skills & Techniques

  • Listening Skills
  • Questioning Skills
  • Probing Questions
  • Types of Questions to avoid

Outcome

  • Self-Awareness
  • The funnel approach to probing for depth and clarity
  • Questions to ask and avoid.
Sample Interview Questions
 

Module 6: S.T.A.R TECHNIQUE

  • Application of S.T.A.R Technique – Situation, Task, Action, Result
  • Phrasing Questions and Interpreting responses

Outcome

  • How to probe for depth and clarity using S.T.A.R. with reference to the Company’s Interview Assessment Form and alignment to Organization’s Values.
  • How to interpret answers given by candidate.
3:45

Module 7: EVALUATING, DECIDING & FOLLOW-UP
Post Interview

  • Evaluating and deciding the candidate
  • Following up on agreed actions
  • Closing the interview

Red Flags

  • Red Flags to take note

Follow Up

  • Necessary alignment and follow-up with Human Resources for preparation of on-boarding.

Tips on Final Selection

  • Tips for a successful interview and selection

Outcome

  • Assessment & Evaluation
  • What’s next?
  • On-boarding of selected employee
5:00 End of Day 1
DAY 2
 

FULL DAY of ROLE PLAYS

9:00

Module 8: INTERVIEWS-IN-ACTION
Interviews-in-Action: 

  • Panel Interview Role Play
  • Supervised Interview Role Play

Outcome

  • Application of C.O.C.A. Model
  • Application of S.T.A.R Techniques
  • Building rapport, active listening, powerful questioning, assessing & evaluating
  • Panel Interview Session: Panel of Interviewers comprising ‘different levels/departments.
  • Supervised Interview Session: 1 interviewer to 1 candidate

Delivery Methods

  • Individual Assessment
  • Shadow-coach with Immediate feedback by Coach-Facilitators for corrective actions
  • Sharing by Participants in the capacity of Observer
5:00 End of Course