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Course Outline
Introduction to Competency-Based Interviewing
- Why conventional interviews often fall short in critical environments
- Competency frameworks compared to traditional job descriptions
- The STAR method as a basis 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 actual role demands in retail and operations
- Practical exercise: Creating a competency profile for a front-line role
- Updating competency models as business needs change
Designing Screening Questions and Initial Filters
- Principles of effective pre-screening and application review
- Creating knockout questions that assess availability, logistics, and basic fit
- Avoiding excessive screening that unnecessarily limits the candidate pool
- Practical exercise: Building a screening scorecard for a specific role
Behavioural and Situational Interview Questions
- Formulating behavioural questions that reveal past performance and problem-solving abilities
- Situational questions to evaluate judgement under pressure
- Question banks for common operational competencies: resilience, teamwork, and customer focus
- Role-play exercise: Conducting a competency-based interview
Balancing Rigour and Inclusivity
- How overly strict requirements can reduce candidate diversity and numbers
- Separating essential competencies from trainable skills
- Using alternative assessment pathways for non-traditional candidates
- Adjusting evaluation criteria to reflect genuine predictors of success
Structured Scoring and Bias Reduction
- Creating scoring rubrics that standardise evaluation across interviewers
- 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
- 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 corporate role
- Conducting mock interviews with peer feedback
- Reviewing screening outcomes and refining filters
- Action planning: Implementing competency-based interviewing within the organisation
Requirements
- A foundational understanding of human resources or recruitment concepts
- Familiarity with organisational roles and job descriptions
Target Audience
- HR professionals and recruitment specialists
- Store managers and team leads involved in hiring
- Operations supervisors conducting front-line interviews
- Professionals seeking practical interviewing skills for demanding 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.
