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How to do Competency-Based Interviewing and Selection

A Detailed integrative process to hire the best using behavioural/competency/strength and, character- based scientific interviewing

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Module 1: Evolution of Workplace Planning

  • Talent strategy and Talent review during turbulent times
  • The economics of engagement
  • Turning talent management and management continuity into competitive advantage
  • Total performance scorecard

Module 2: Results of Career Mismatching

  • Faulty foundations of career decisions
  • The history of career direct
  • Design a selection process which will ensure that the best people are recruited
  • Put together an appropriate person specification comprising well-written competencies
  • Competency Profiles and Behavioural Anchors
  • Competency-Based Reference Checking
  • Rating of Competencies
  • Research and development findings

Module 3: Career Direct and Personality ID Job Profiling- a comprehensive model for understanding organizational work design

  • What character and competencies are and why it is important?
  • What Character and competency development can do for your personal growth
  • What Character development can do for your organization
  • How to develop Character your organization and in your personal life

Module 4: Strengths and Competency-based profiling

Positive leaders understand how to bring out the best in people and organizations. They uncover potential and bring it to life. As a result, they lead teams known for high satisfaction and productivity. Positive Psychology corrects this imbalance by studying positive emotions, strengths-based character, ethical behavior, energizing relationships, and healthy organizations. It is a new science that examines how people thrive, excel, and flourish.

  • Introducing a strength focus in the workplace
  • Strengths –focused recruitment and interviewing
  • Strengths –focused Coaching
  • Strengths –focused appraisal and performance reviews
  • Competency-Based Interviewing
  • Accomplishment analysis
  • Other uses of job profiles (such as recruitment, training, succession planning, organisational design and development)

Module 5: Using Career Direct and Personality ID

  • Typical profile 1. Personality. Personality Highlights, you’re Typical Strengths and Weaknesses, your Career Environments based on personality and you’re Critical Life Issues (stress and financial management). 2. General Interests. The ranking of your interests in 21 General Interest career groups and descriptions of the highest career groups, next you will find a chart that lists the components that make up the top ten interests: The Activities, Occupations, and Subjects groups. 3. Skills and Abilities. Here you will see a ranking of your skills in 14 areas and descriptions of your strongest skills and abilities. 4. Values and Priorities. This section is in three parts: Work Environment, Work Expectations and Life Values 5. Competency Profiles.
  • Doing your own career direct and Personality ID profile

Module 6: Ongoing coaching and support

  • Ongoing coaching and support
  • The application of Strength to facilitate career coaching decisions


Your Instructor


Mario Denton
Mario Denton

Welcome. My name is Mario Denton. Over the years I have seen many instances of bad appointments and the devastating impact on organisations and morale. This is one of your most important decisions yet we are still not mastering it.. So what is the solution? The answer is simple: Do the Character and Competency profiling first and then do your Career Direct assessment as part of the selection process.

Seeing is believing. Bring me a person I can assess for you, then sit in on this person’s feedback and experience why Career Direct is such a value-adding contribution to helping people understand their Unique Design.

Let’s meet.


Course Curriculum


  Welcome
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  Workplace planning
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  Workplace Planning: Career Mismatching
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  Career Direct: Job Clarity
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  Career Direct and Personality ID
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  Competency Profiling: Strength-based Profiling
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  Competency Profiling: Competency-Based Profiling
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  Competency Profiling:Personality
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  Accomplishment Analysis
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Courses Included with Purchase



Why are we so easily messing up Crucial Authentic Conversations? Where does it fit in? Why are we struggling with authentic conversations?
A Comprehensive range of communication skills becoming an expert in doing these seven crucial authentic conversations
Mario Denton
$199

Original Price: $199


Frequently Asked Questions


When does the course start and finish?
The course starts now and It is a completely self-paced online course - you have six Months to complete it.
How long do I have access to the course?
After enrolling, you have six months to complete the course
What if I am unhappy with the course?
We would never want you to be unhappy! If you are unsatisfied with your purchase, contact us immediately.
How will my Organisation benefit from this training?
Your Organisation benefit from: Delegates who can quickly apply new skills on the job and drive results A consistent approach delivered to a diversified workforce The ability to track and measure the impact of your investment Continuously updated resource to keep up with the pace of change
Explain to me the shift towards modern learning
On set of training philosophy towards Micro teaching Disconnect towards Engaged and connected Once off training versus Curriculum Teaching versus Coaching and mentoring No three-minute video clips versus Regular three-minute video clips Once off versus Journey No webinars Regular webinars Events-based versus eLearning based
Explain to me that the training is outcome-based?
• The learning program is outcome-based which means that the participants take the responsibility of the learning away from the facilitator and place it in their own hands. • All participants will complete a number of activities that will form part of the formative assessment which must be handed in as part of the formal assessment. • The program will be followed by summative assessment tasks to be completed through self-study.

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