{"id":22792,"date":"2022-09-30T18:33:34","date_gmt":"2022-09-30T14:33:34","guid":{"rendered":"https:\/\/www.blueoceanacademy.com\/?page_id=22792"},"modified":"2022-09-30T18:33:34","modified_gmt":"2022-09-30T14:33:34","slug":"competency-based-interviewing-skills-training-course","status":"publish","type":"page","link":"https:\/\/www.blueoceanacademy.com\/ar\/competency-based-interviewing-skills-training-course\/","title":{"rendered":"Competency Based Interviewing Skills Training Course"},"content":{"rendered":"
\"Competency<\/a>
Competency Based Interviewing Skills training course<\/figcaption><\/figure>\n

COURSE OBJECTIVES<\/h2>\n

By the end of the Competency Based Interviewing Skills Training Course,<\/strong>\u00a0the participants of this course will be able to:<\/p>\n

    \n
  • Understand the importance of competency based interviews<\/li>\n
  • Explain the process and steps involved in Competency based interviews<\/li>\n
  • Learn the benefits and challenges of Competency based interviewing<\/li>\n
  • Identify and select appropriate competencies for each job role that is been interviewed for<\/li>\n
  • Learn the\u00a0skill to effortlessly conduct the interviews<\/li>\n
  • Learn to effectively ask the right set of questions to identify the competencies of the candidate<\/li>\n
  • Successfully recruit a candidate having competency that is in alignment to the job profile<\/li>\n
  • Identify the competencies of the candidate and assess congruence<\/li>\n
  • Describe the competencies required for a particular job<\/li>\n
  • Empanel key stakeholders to assess functional and\u00a0behavioural competencies\u00a0for successful performance<\/li>\n
  • Segregate competencies basis the expertise of the interviewer involved in the process<\/li>\n
  • Incorporate various methods in competency-based interviews to confirm the authenticity of employee\u2019s claim of Knowledge, Skills and Abilities<\/li>\n
  • Use competency-based interviewing skills to assess critical behaviours required for niche roles<\/li>\n<\/ul>\n

    COURSE OUTLINE:<\/h2>\n

    Introduction of\u00a0Competency Based Interview<\/strong><\/p>\n

      \n
    • What is Competency Based Interview?<\/li>\n
    • Benefits of Competency based interviews<\/li>\n
    • Principles of the Competency Based Interview<\/li>\n<\/ul>\n

      Planning and conducting the interview<\/strong><\/p>\n

        \n
      • Plan the questions\u00a0to be asked to the candidate<\/li>\n
      • Select only right resumes\/ profiles to save resources like time, money, efforts, etc.<\/li>\n
      • Ask questions that help to validate the information and confirms the competence<\/li>\n
      • Assess the candidate potential by asking future-oriented questions<\/li>\n
      • Note the knowledge displaying responses and past reference of proven capability<\/li>\n
      • Segregate generic and competency-based questions<\/li>\n
      • Design the aptitude rounds to identify the competence<\/li>\n
      • Put the candidate through different rounds of interviews with different interviewers<\/li>\n
      • Build and analyse the competencies around a competency framework<\/li>\n<\/ul>\n

        Assessing and Identifying Competencies<\/strong><\/p>\n

          \n
        • Collaborate with line managers to assess competencies required for the job<\/li>\n
        • Connect with current and previous employees and learn the required competencies for the growth of the business<\/li>\n
        • Ask competency-based questions to the candidate to gauge the knowledge<\/li>\n
        • Anticipate and ask for an event-based competency question<\/li>\n<\/ul>\n

          Questions to determine the competencies<\/strong><\/p>\n

            \n
          • Situation or event-based questions<\/li>\n
          • Example of conflict handling<\/li>\n
          • Questions basis the job profile<\/li>\n
          • Response evaluation<\/li>\n
          • Inappropriate or irrelevant questions<\/li>\n<\/ul>\n

            Basics of Interviewing<\/strong><\/p>\n

              \n
            • Follow basic etiquettes around interviewing<\/li>\n
            • Listening skills<\/li>\n
            • Communications skills<\/li>\n
            • Eye contact<\/li>\n
            • Level of confidence<\/li>\n
            • The professionalism of the candidate<\/li>\n
            • Body language<\/li>\n
            • The attitude of the candidate<\/li>\n<\/ul>\n

              Competency versus General interviewing<\/strong><\/p>\n

                \n
              • Competency alignment with the business needs<\/li>\n
              • Revisiting different assessment tools and using relevant ones for the benefit<\/li>\n
              • Remarks from the line managers; gathering feedback after each step and properly documenting the same<\/li>\n<\/ul>\n

                Shortlisting the Candidate<\/strong><\/p>\n

                  \n
                • Review and assess the Resume, assess other social media profiles like LinkedIn etc.<\/li>\n
                • Revisit the competencies<\/li>\n
                • Analyse the scorecard and feedback to check for discrepancies<\/li>\n
                • Get feedback from the line managers<\/li>\n<\/ul>\n

                  Extending the offer<\/strong><\/p>\n

                    \n
                  • Upon selection, let the candidate know about the steps forward<\/li>\n
                  • In case you plan not to go ahead with a profile, keep the candidate posted- feedback helps people refine and work on the area of improvement<\/li>\n
                  • Go back and collaborate with internal stakeholders to learn about what went well and what needs to be improved<\/li>\n
                  • Take feedback from participants about the experience they had with us<\/li>\n<\/ul>\n

                    Improvisation and reinventing the wheel<\/strong><\/p>\n

                      \n
                    • Analyse the success and candidate fit post-hiring<\/li>\n
                    • Learn what best organisations are doing differently<\/li>\n
                    • Look at what can be done differently in terms of interviews to get the best results<\/li>\n
                    • Collaborate with industry experts to improvise the process<\/li>\n<\/ul>\n

                      FAQ\u2019s, Roleplays, Case studies and Discussions<\/strong><\/p>\n

                        \n
                      • Case studies on best practices<\/li>\n
                      • Role plays on conducting Competency based interviews<\/li>\n
                      • Group discussion to explore various methods of conducting successful Competency based interviews<\/li>\n
                      • Discuss failures\/ blunders to proactively prevent them in future<\/li>\n<\/ul>\n[wpforms id=”21008″]\n","protected":false},"excerpt":{"rendered":"

                        COURSE OBJECTIVES By the end of the Competency Based Interviewing Skills Training Course,\u00a0the participants of this course will be able to: Understand the importance of competency based interviews Explain the […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_eb_attr":"","footnotes":""},"class_list":["post-22792","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\nCompetency Based Interviewing Skills Training Course<\/title>\n<meta name=\"description\" content=\"Competency Based Interviewing Skills Training Course in Dubai, Abu Dhabi-UAE, Saudi Arabia, Qatar, Oman, Bahrain and Kuwait\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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