Outlines

Methodology The program would be entirely based on interactive adult learning process. Simulation, role plays and experiential learning will be supplemented by concept building lectures.

Session 1:

All interviewers over a period pick up some ideas about the interviewing process. This session would clarify the myths that one has about this expensive process and once clarified, how effective a tool it can be. The session would also arrive at an agenda, for the next session, to address and bring out certain live issues simmering in the minds of participants, to work during the program.

• What is an interview?
• What is not an interview?
• What is competency?
• What is an interview as we practice mock interview?

Session II:

The participants will acquire a conceptual understanding about the competency focus, as an emerging job need. This session will also focus on, what to seek in an interview, what process to adopt and how to prepare oneself for this, clarification on core competencies, functional competent methods of identifying competencies will also be covered.

• Understanding the behavioral interview process
• Learning to identify data on competencies
• Objectives of an interview & planning for it
• Important focus issues
• Structure of an interview
• Details of competency based interview process
• Opening
• Core
• Close
• Post interview activities
• Planning for an Interview - An Exercise
• Conceive an organization and a position in the organization
• Spell out the job specification
• Draw out the competencies required to perform the job
• Critical success factors
• Framing of question and probes

Session III:

This session will build the requisite skills to conduct competency based interview through experiential learning. The participants will get to experiment the process with tools and guidance so as to familiarize themselves with the techniques and translate the same to their work place.

• Process experience of competency based interview to be captured on video/audio
• Replay a sample interview identify relevant data
• Relate to identified competencies for decision making

Session IV:

This session will enable the participants to understand the concepts of mentoring and coaching such as to apply the same to employee development situations. The participant will align the previous learning of competency assessment to situations of performance assessment and development initiatives.

• Differentiate coaching and mentoring
• Understand the importance of various questioning techniques and their application
• Relate the questioning techniques to application through role play process.

Session V:

The deliverable and translation of the learning for tomorrows' work situation use. Tips and tools to face familiar / likely issues in work situations and clarification on doubts and queries.

• Feedback and analysis
• Certain frequently asked questions by the interviewee
• Certain frequently asked questions by the interviewer

Who Should Attend

• Line mangers & HR Specialists in the corporate world who are involved in selection & employee development processes of employees will find this program highly useful.
• The program would be of immense use to consultants and facilitators who provide a conduit or are involved in selection process in various capacities

Duration

5 Days