Kursplan
Introduction to Competency-Based Interviewing
- Why traditional interviews fail in critical environments
- Competency frameworks versus job descriptions
- The STAR method as a foundation for structured assessment
- Aligning interview design with organizational culture and operational demands
Identifying Key Competencies for Critical Roles
- Defining must-have versus nice-to-have competencies
- Mapping competencies to real role demands in retail and operations
- Practical exercise: competency profiling for a frontline position
- Updating competency models as business needs evolve
Designing Screening Questions and Initial Filters
- Principles of effective pre-screening and application review
- Designing knockout questions that assess availability, logistics, and basic fit
- Avoiding over-screening that unnecessarily narrows the candidate pool
- Practical exercise: building a screening scorecard for a specific role
Behavioral and Situational Interview Questions
- Crafting behavioral questions that reveal past performance and problem-solving ability
- Situational questions to assess 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 reduce candidate diversity and volume
- Separating essential competencies from trainable skills
- Using alternative assessment paths for non-traditional candidates
- Adjusting evaluation criteria to reflect real-world success predictors
Structured Scoring and Bias Reduction
- Creating scoring rubrics that standardize evaluation across interviewers
- Common cognitive biases in interviews and how 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 centers for operational roles
- Remote screening and phone interview best practices
- Time management: conducting thorough interviews under operational constraints
Practical Workshop: End-to-End Interview Simulation
- Designing the full interview process for a real company role
- Conducting mock interviews with peer feedback
- Reviewing screening outcomes and refining filters
- Action planning: implementing competency-based interviewing in the organization
Krav
- An understanding of basic human resources or recruitment concepts
- Familiarity with organizational roles and job descriptions
Audience
- HR personnel and recruitment specialists
- Store managers and team leads involved in hiring
- Operations supervisors conducting frontline interviews
- Professionals seeking practical interviewing skills for demanding operational environments
Vittnesmål (3)
Jag uppskattade särskilt lärarens förmåga att ge grundliga och väl förklarade svar på frågor som var specifika för min personliga situation.
HASAN TAHA URLU - Huber Turkiye
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Jag uppskattade hur praktisk det var. Irma var tillgänglig och kunde besvara/forska fram svar på våra frågor, ge oss användbar information och tips, vilket hjälpte mig på min resa med AI.
Breandan - Health Quality and Safety Commission
Kurs - AI-Powered HR: Transforming the Future of People Management
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Alla interaktioner mellan Elodie och oss. Bra förhållande teori/praktik.
Hayere Nathalie - Axway
Kurs - Communicating and Influencing For Team Members
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