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Course Outline
Introduction to Competency-Based Interviewing
- The limitations of traditional interviews in critical environments
- Competency frameworks versus traditional job descriptions
- The STAR method as the foundation for structured assessment
- Aligning interview design with organisational culture and operational requirements
Identifying Core Competencies for Critical Roles
- Distinguishing between essential and desirable competencies
- Aligning competencies with real-world demands in retail and operations
- Practical exercise: Profiling competencies for a frontline position
- Evolution of competency models in response to changing business needs
Developing Screening Questions and Initial Filters
- Principles of effective pre-screening and application assessment
- Creating knockout questions to evaluate availability, logistics, and basic fit
- Preventing over-screening that unnecessarily restricts the candidate pool
- Practical exercise: Developing a screening scorecard for a specific role
Behavioural and Situational Interview Questions
- Formulating behavioural questions that uncover past performance and problem-solving capabilities
- Using situational questions to evaluate decision-making under pressure
- Question banks for common operational competencies: resilience, teamwork, and customer focus
- Role-play exercise: Delivering a competency-based interview
Harmonising Rigour and Inclusivity
- The impact of overly strict requirements on candidate diversity and volume
- Differentiating between essential competencies and trainable skills
- Establishing alternative assessment pathways for non-traditional candidates
- Refining evaluation criteria to reflect true predictors of success
Structured Scoring and Bias Mitigation
- Developing scoring rubrics to standardise evaluation across interviewers
- Identifying common cognitive biases in interviews and strategies to mitigate them
- Calibration sessions: Ensuring consistent scoring in collaborative hiring
- Exercise: Assessing actual candidate responses using a competency rubric
Interview Logistics in Critical Environments
- Managing high-volume or rapid-turnaround recruitment cycles
- Utilising group interviews and assessment centres for operational roles
- Best practices for remote screening and telephone interviews
- Time management: Conducting thorough interviews within operational constraints
Practical Workshop: End-to-End Interview Simulation
- Designing the complete interview process for an actual organisational role
- Conducting mock interviews with peer review and feedback
- Analysing screening results and refining filters
- Action planning: Integrating competency-based interviewing into the organisation
Requirements
- A foundational understanding of basic human resources or recruitment principles
- Familiarity with organisational structures and job descriptions
Target Audience
- HR professionals and recruitment specialists
- Store managers and team leaders involved in the hiring process
- Operational supervisors conducting frontline interviews
- Professionals aiming to acquire practical interviewing skills for demanding operational contexts
14 Hours
Testimonials (3)
I especially appreciated the instructor’s ability to give thorough, well-explained answers to questions specific to my personal situation.
HASAN TAHA URLU - Huber Turkiye
Course - Assertiveness
I enjoyed how practical it was, Irma was approachable and able to answer/research our questions, able to give us useful information and tips, helped me on my journey with AI.
Breandan - Health Quality and Safety Commission
Course - AI-Powered HR: Transforming the Future of People Management
All interaction between Elodie and us . Good ratio theory/practice.
