- Introduction to Competency Based Interviewing Framework

- Job Description, Job Analysis and Shortlisting candidates on competencies (Reviewing Resume/CV)

- Types of Competencies and â??Threshold and Differentiatorsâ??

- Creating Hiring/proficiency format

- Positive Behavioral Indicators

- Questioning Techniques

- Competency, behavioral and situational questions

- ORCE Model

- Creating Competency Questionnaire

- Skill Practice (4-6 Hours mock â?? through the program)

Each of this content should take atleast 1 hour followed by a Skill Practice Session.

Please recall that In interviews, Interviewing Panel is expected to look for evidence of competencies by asking candidates competency based questions. This style of question forces candidates to give situational examples of times in the past when they have performed particular tasks or achieved particular outcomes using certain skills.

Competency-based interviews (also called structured or behavioural interviews) are more systematic, with each question targeting a specific skill or competency. Candidates are asked questions relating to their behaviour in specific circumstances, which they then need to back up with concrete examples.

Questions about industry experience will not be part of a competency interview. Instead interviewers will ask questions that require candidates to demonstrate that they have a particular skill or a core competency the firm is looking for. Candidates will be asked to do this using situational examples from their life experiences, to illustrate their personality, skill set and individual competencies to the interviewer.

Competency interviews may also feature questions that probe candidates on their knowledge of the company and industry they have applied to. This type of interview question tests candidates on their career motivation and commitment to career.

At most major firms competency interviews will also be mostly standardized.