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Course Outline
Introduction to Competency-Based Interviewing
- Why traditional interviews often fall short in high-stakes settings
- Competency frameworks compared to standard job descriptions
- The STAR method as a cornerstone for structured assessment
- Aligning interview design with organisational culture and operational requirements
Identifying Key Competencies for Critical Roles
- Distinguishing between essential and desirable competencies
- Mapping competencies to the actual demands of roles in retail and operations
- Practical exercise: Profiling competencies for a frontline position
- Updating competency models as business needs change
Designing Screening Questions and Initial Filters
- Principles of effective pre-screening and application review
- Creating knockout questions to assess availability, logistics, and basic suitability
- Avoiding excessive screening that unnecessarily limits the candidate pool
- Practical exercise: Developing a screening scorecard for a specific role
Behavioral and Situational Interview Questions
- Crafting behavioural questions that uncover past performance and problem-solving capabilities
- Using situational questions to evaluate judgment under pressure
- Question banks for common operational competencies: resilience, teamwork, customer focus
- Role-play exercise: Conducting a competency-based interview
Balancing Rigor and Inclusivity
- How overly strict requirements can reduce candidate diversity and volume
- Distinguishing essential competencies from trainable skills
- Utilising alternative assessment pathways for non-traditional candidates
- Tailoring evaluation criteria to reflect genuine predictors of success
Structured Scoring and Bias Reduction
- 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 team-based hiring
- Exercise: Scoring real candidate responses using a competency rubric
Interview Logistics in Critical Environments
- Managing 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 thorough interviews within operational constraints
Practical Workshop: End-to-End Interview Simulation
- Designing the complete interview process for a real organisational role
- Conducting mock interviews with peer feedback
- Reviewing screening outcomes and refining filters
- Action planning: Implementing competency-based interviewing within the organisation
Requirements
- A basic understanding of human resources or recruitment principles
- Familiarity with organisational roles and job descriptions
Target Audience
- HR professionals and recruitment specialists
- Store managers and team leads involved in the hiring process
- Operations supervisors conducting frontline interviews
- Professionals seeking 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.
