Human Resources Skills: Competency-based Recruitment and Interviewing

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Course Overview

To be effective, competency frameworks must be used consistently. If your organisation is already using them in areas such as performance management, career development, training needs analysis and evaluation then you need to use them in recruitment as well. Selection and performance must be managed against the same criteria if they are to produce the results required.

But competency-based recruitment is more than simply a case of substituting one list of requirements for another. It is an entirely different way of thinking about recruitment. It needs different skills, dedicated tools - and a very different approach. Are you up to the challenge? How do you go about it?

This seminar will give you a framework to build on. It will help you define and express competency requirements, attract people who meet those requirements and then select the candidates who are the most competent or have the potential to be so. Presented by a leading exponent of competency frames and their application in the workplace, this comprehensive one-day programme will deliver practical solutions to the challenges of adopting a new approach to recruitment.

Audience

• Recruitment and selection specialists
• Managers of recruitment/assessment centres
• HR directors, managers and officers
• Personnel managers and officers
• HR advisors and consultants

Course Outline

1. The advantages of a competency-based approach

• What are competencies?
• What they are intended to do
• Why the competency approach is needed
• What difference it should make to the way you attract and select staff
• The benefits to the selection process - and the organisation

2. Putting competency frameworks to work

• Modern competency frameworks
• The role of competency frameworks within the organisation
• Links to organisational goals, culture and values
• Examples of competencies
• Tailoring your competency framework for recruitment purposes
• Linking the process into your HR systems

3. Linking competencies and the recruitment process

• Advertising for people who match your required competencies
• Attracting the right applicants
• Managing the process within the law
• Designing the application form
• Checking for bias or other discriminatory issues
• Competency-based application forms
• Defining short-listing criteria and processes
• Planning the process

4. Effective competency-based interviewing

• Designing the interview framework around the competency framework
• Creating the means to identify, record and judge evidence of competence through questioning
• Different types of interviews
• Fairness and the interview
• Interview objectives
• Preparation for the interview
• Questioning for evidence of competency
• Using a consistant interview structure
• Taking notes that will enable fair and consistent evaluation
• Evaluating the interview

5. Assessment centres that deliver results

• Benefits and pitfalls
• Designing the selection processes as a whole
• Defining and agreeing the standards
• Selecting or creating competency-based assessments
• Creating the means to identify, record and judge evidence of competence through exercise
• Choosing and enabling the assessors
• Planning the process
• Managing the outcomes

6. Blending psychometrics with competency-based selection

• Psychometrics update
• Knowing what you are looking for
• Operational issues around using psychometrics
• Using external expertise
• Linking psychometrics to competency frameworks
• Feedback of test results and personality data
• Confidentiality and data protection issues

7. Making more objective recruitment decisions

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

Human Resources Skills: Competency-based Recruitment and Interviewing / HR-CB