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Course Outline
Foundations of Competency-Based Interviewing
- The limitations of traditional interviewing in high-stakes environments
- Distinguishing between competency frameworks and standard job descriptions
- The STAR method as a cornerstone for structured assessment
- Aligning interview structures with organisational culture and operational requirements
Defining Core Competencies for Critical Roles
- Differentiating between essential and desirable competencies
- Mapping competencies to actual demands in retail and operational settings
- Practical activity: creating a competency profile for a frontline role
- Adapting competency models as business needs change
Creating Screening Questions and Initial Filters
- Best practices for effective pre-screening and application review
- Developing knockout questions that verify availability, logistics, and basic suitability
- Preventing over-screening that inadvertently shrinks the candidate pool
- Practical activity: developing a screening scorecard for a specific position
Behavioural and Situational Question Strategies
- Formulating behavioural questions that uncover past performance and problem-solving capabilities
- Using situational questions to evaluate decision-making under pressure
- Accessing question banks for key operational traits: resilience, collaboration, and customer focus
- Role-play activity: executing a competency-based interview
Striking a Balance Between Rigour and Inclusivity
- How excessive requirements can limit candidate diversity and volume
- Distinguishing between core competencies and trainable skills
- Implementing alternative assessment routes for non-traditional candidates
- Refining evaluation criteria to reflect genuine indicators of success
Structured Scoring and Mitigating Bias
- Developing scoring rubrics to standardise evaluations across interviewers
- Identifying common cognitive biases and strategies to mitigate them
- Calibration sessions to ensure consistency in collaborative hiring
- Activity: evaluating real candidate responses using a competency-based rubric
Managing Interview Logistics in Critical Settings
- Optimising high-volume or rapid-turnaround hiring cycles
- Utilising group interviews and assessment centres for operational roles
- Best practices for remote screening and telephone interviews
- Time management: conducting comprehensive interviews within operational constraints
Practical Workshop: Complete Interview Simulation
- Designing a comprehensive interview process for a real-world role
- Executing mock interviews with peer review and feedback
- Analyising screening results and refining selection filters
- Action planning: embedding competency-based interviewing within the organisation
Requirements
- A foundational grasp of core human resources and recruitment principles
- Knowledge of organisational structures and role descriptions
Target Audience
- HR professionals and recruitment specialists
- Store managers and team leaders actively involved in the hiring process
- Operational supervisors responsible for frontline candidate assessments
- Professionals looking to refine practical interviewing skills for challenging operational environments
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.
