Hiring Right: The Competency-Based Approach (HRM107)

Hiring the right people is an important part of creating a high performance team. Effective interviewing is a critical aspect of this process. In this two-day workshop, you will gain helpful tips for resume screening, interpreting non-verbal communication, make effective hiring recommendations and decisions, and learn to ask the right questions which include behavioural interview questions to gain specific and behaviour-based examples of past performance. This workshop is designed to equip those who conduct selection interviews with a comprehensive knowledge of the principles, strategies and techniques of the interview process.

Objectives

Hiring right  is designed to equip those who conduct selection interviews with a comprehensive knowledge of the principles, strategies and techniques to enable them to get involved in every step of the interview  process and to realise that their success hinges on the quality of the people in their department.

At the end of this workshop, participants will learn how to:

• Project a professional interviewing image for your organisation

• Have a process for creating competency requirements for any give position

• Know why behavioural interviews are two to five times more accurate than traditional interviews

• Know the principles of interviewing

• Avoid discriminatory interviewing

• Set an agenda that keeps the interview proceeding on track

• Listen effectively for hidden meanings

• Develop effective behavioural questions to help get STAR responses

• Conduct effective competency based interviews

• Make defensible hiring recommendations/decisions 

Outline

The Importance of Hiring the Right People

• The cost of hiring errors

• Key components of effective selection interview

Guidelines on Fair Employment Practices

Effective Selection Interviewing - A Step by Step Approach

• Stage 1 - Planning and Preparation

• Analysis of the open position

• Determining job requirements

• Developing selection criteria

• Creating questions

• Stage 2 – Contact time with interviewees

• Stage 3 – Evaluation

Interviewing Skills

• Listening for responses

• Assessing body language 

• Asking effective questions – open, closed, probing, behavioural, Documentation

• Evaluation and rating

Methodology

Objectives

• To help participants understand the importance of coaching and mentoring as a leadership role

• To equip participants with the skills required to use the Superior Coaching Model

• To equip participants with the skills required in a coach and mentor

• To explain the mentor-mentee concept and roles of a mentor

• To give participants extensive feedback on how well they have applied the Superior Coaching Model and skills

• To provide participants with an opportunity to plan how they will continue to reinforce their learning

Outline

• What is Superior Coaching?

• The five elements of Superior Coaching

• The five essential characteristics of Superior Coaching

• The critical skills in Superior Coaching

• The coach as a counselor

• The mentor-mentee relationship

• The roles of a mentor

• The effective mentor qualities