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Understand the importance of competency based interviews
Explain the process and steps involved in Competency based interviews
Learn the benefits and challenges of Competency based interviewing
Identify and select appropriate competencies for each job role that is been interviewed for
Learn the skill to effortlessly conduct the interviews
Learn to effectively ask the right set of questions to identify the competencies of the candidate
Successfully recruit a candidate having competency that is in alignment to the job profile
Identify the competencies of the candidate and assess congruence
Describe the competencies required for a particular job
Empanel key stakeholders to assess functional and behavioural competencies for successful performance
Segregate competencies basis the expertise of the interviewer involved in the process
Incorporate various methods in competency-based interviews to confirm the authenticity of employee’s claim of Knowledge, Skills and Abilities
Use competency-based interviewing skills to assess critical behavior’s required for niche roles

Plan the questions to be asked to the candidate
Select only right resumes/ profiles to save resources like time, money, efforts, etc.
Ask questions that help to validate the information and confirms the competence
Assess the candidate potential by asking future-oriented questions
Note the knowledge displaying responses and past reference of proven capability
Segregate generic and competency-based questions
Design the aptitude rounds to identify the competence
Put the candidate through different rounds of interviews with different interviewers
Build and analyse the competencies around a competency framework

Collaborate with line managers to assess competencies required for the job
Connect with current and previous employees and learn the required competencies for the growth of the business
Ask competency-based questions to the candidate to gauge the knowledge
Anticipate and ask for an event-based competency question

Competency alignment with the business needs
Revisiting different assessment tools and using relevant ones for the benefit
Remarks from the line managers; gathering feedback after each step and properly documenting the same

Review and assess the Resume, assess other social media profiles like LinkedIn etc.
Revisit the competencies
Analyse the scorecard and feedback to check for discrepancies
Get feedback from the line managers

Upon selection, let the candidate know about the steps forward
In case you plan not to go ahead with a profile, keep the candidate posted- feedback helps people refine and work on the area of improvement
Go back and collaborate with internal stakeholders to learn about what went well and what needs to be improved
Take feedback from participants about the experience they had with us

Analyses the success and candidate fit post-hiring
Learn what best organizations are doing differently
Look at what can be done differently in terms of interviews to get the best results
Collaborate with industry experts to improvise the process

Case studies on best practices
Role plays on conducting Competency based interviews
Group discussion to explore various methods of conducting successful Competency based interviews
Discuss failures/ blunders to proactively prevent them in future