The seminar can be held online on the official International Business Academy platform. On completion of the training you will be given a link to the recording, which will be available for one month.
*dates are subject to additional confirmation
excluding VAT
* VAT of 16% will be added to the invoice
The interview is considered one of the best tools for obtaining initial information about a candidate for a vacant position. But, even though highly popular, this method is not highly effective at assessing the potential performance of a future employee. This is explained by subjective factors both on the employer's side (personal liking or a negative attitude towards the candidate, following intuition in decision-making, inflating the assessment to speed up hiring) and on the candidate's side (the desire to exaggerate their knowledge and abilities).
Methods developed by specialists can increase the validity of the interview.
The most effective of them: interviewer training and the structured interview.
The training will be of interest to HR specialists whose duties include hiring and managing employees, as well as to managers who take part in staff selection and want to improve their interviewing skills.
Day 1
The concept of competency
Traditional approaches to describing positions: job descriptions, qualification requirements, position passports
The concept of competency (definition, specifics, how it differs from traditional methods of describing positions). Core and additional competencies
Competencies as an HR management tool. Which HR business processes can be built using competencies
The competency model: competency descriptions, behavioural indicators, success profiles, point scores. Types of competency models. Corporate and professional competencies
The link between the corporate competency model and the business development strategy
Developing a competency model
Approaches to developing a competency model. Developing a competency model based on a description of activities. Methods used in developing a competency model: document analysis, interviews, strategy meetings, etc.
Workshop: developing a competency model using the strategy meeting method
Day 2
Applying the competency model in HR practice
Using competencies in recruitment. Position requirements and selection criteria. Conducting competency-based interviews
Competencies as a key element of the performance management system: formulating and communicating requirements to staff and assessing their fulfilment. Conducting competency-based appraisal
Using competencies in the compensation and benefits system. The link between the competency model and the grade system
Using competencies to assess employee potential. Identifying the talent pool. Assessment using the assessment centre method
Using the competency model in building the staff training and development system
Workshop: the competency-based interview. Assessing participants' competencies using the assessment centre method
