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Course Outline
Introduction to Competency-Based Interviewing
- The limitations of traditional interviews in critical work environments
- Contrasting competency frameworks with standard job descriptions
- The STAR method as a cornerstone for structured assessments
- 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 frontline role
- Evolution of competency models as business needs change
Designing Screening Questions and Initial Filters
- Best practices for effective pre-screening and application reviews
- Creating knockout questions to assess availability, logistics, and basic suitability
- Preventing over-screening that unnecessarily restricts the candidate pool
- Practical exercise: developing a screening scorecard for a specific position
Behavioural and Situational Interview Questions
- Formulating behavioural questions that reveal past performance and problem-solving skills
- Using situational questions to evaluate decision-making under pressure
- Question banks for common operational competencies: resilience, teamwork, and customer focus
- Role-play activity: conducting a competency-based interview
Balancing Rigor and Inclusivity
- How excessive strictness can limit candidate diversity and volume
- Differentiating between essential competencies and skills that can be trained
- Implementing alternative assessment routes for non-traditional candidates
- Calibrating evaluation criteria to reflect genuine predictors of success
Structured Scoring and Bias Reduction
- Developing scoring rubrics to standardise evaluations across interviewers
- Identifying common cognitive biases in interviews and strategies to mitigate them
- Conducting calibration sessions to ensure 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 a complete interview process for an actual company role
- Conducting mock interviews with peer feedback
- Analyzing screening outcomes and refining filters
- Action planning: integrating competency-based interviewing into the organisation
Requirements
- A solid grasp of fundamental human resources or recruitment principles
- Knowledge of organisational roles and job descriptions
Target Audience
- HR staff and recruitment specialists
- Store managers and team leaders involved in hiring
- 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.
