Competency Based Behavioral Interviewing and Psychometric Assessment Workshop
Introduction to Scientific Recruitment
Today, in a highly competitive world, successful organizations place increasing emphasis on assessment of human performance in terms of Knowledge, Skills and Attitude. They are like the three pillars and hence even if one is missing it can lead to huge challenges.
The traditional methods of recruitment have tremendous limitations in recruiting a right candidate for the right job as they are not comprehensive and focus on knowledge and skill dimension alone. Attitude is the most crucial component that acts as a driving force, which motivates an individual to chanalize his knowledge and skills in the right direction. In spite of “Hiring for Attitude” having assumed high importance, objective tools for measuring it are not widely used.
Oscar Murphy International (OMI) gives you the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioral interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means.
Purpose
This two-day interactive fun workshop helps develop a clear understanding of the importance of competency-based behavioral interview and the skills to improve your recruitment effectiveness.
• You can accurately assess individual strengths and identify improvement opportunities
• You can improve selection decisions through behavioral competency- based interviewing techniques.
CBBIPA Workshop Objectives
At the conclusion of this workshop participants will be able to;
1. Describe the benefit of competency- based psychometric assessments for behavioral interview skills
2. Understand the benefits of psychometric assessments
3. Interpret the scores of psychometric assessment of candidates
4. Describe the benefits of developing competency based behavioral interviewing skills
5. Define the phases of a structured competency based behavioral interview
6. Develop competency based behavioral questions
7. Demonstrate the use of a variety of questioning techniques to control an interview
8. Evaluate a competency based behavioral interview
9. Get insight to Group testing methodology.
Who Can Benefit?
It is for you if you are involved in the selection and recruitment process.
Competency Based selection Tools & Practices
1. Management Performance Competency – assessment tool that measures 5 Meta Performance Competencies namely Managing Change, Planning and Organizing, Interpersonal Dynamics, Result Orientation and Leadership, which are further, subdivided into 20 core competencies, on a ten-point scale. The twenty competencies are initiative, innovation, risk taking, flexibility & adaptability, planning, analytical thinking, quality focus, oral communication, relationships, sensitivity, customer focus, team work, business awareness, authority & presence, motivation, developing people, resilience, learning orientation, decision making and achievement). Such a detailed understanding makes the strengths of the individual conspicuous and helps to identify if the candidate is capable of meeting the challenges to which his job would expose him.
2. Communication Response Style assesses the impact of upbringing and the environmental factors that give rise to communication habits of the individual. This is one of the key assessments as it analyses if the communication pattern of the individual is sound, which is the basis of all successful endeavors. It helps to assess how far an individual will foster teamwork, build rapport utilizing his/her communication skills, which can intern be linked up to the nature of the job.
3. Personality Style Assessment mirrors the various personality styles based on heredity characteristics of the individual in terms of Thinker, Intuitor, Sensor and Feeler. Once the personality style of the individual is identified the various attributes attached to it can be studied. These attributes will help see if there is a match between the demands of the job and individual personality characteristics
4. DICE is a self awareness profile which indicates the Dominance, Influence, Conformity and Evenness of individuals, in order to assess various aspects like drive to over come barriers, ability to persuade etc. It categorizes individuals as people oriented or task oriented, which intern reflects the style by which they will get work done. It also helps find out if an individual is ‘Active or Passive’.
5. Enviromental Influences on the Person as well as at Work assessment is an effective tool that helps identify the patterns and styles that one assumes both at the work place and on the personal front. It also helps identify how different or how similar are the personal and work styles of the individual, thereby demonstrating either his ability to flex or to maintain consistency
Training Methodology
Lots of fun activities, role plays, group discussions, behavior games, simulations, case studies, presentations, mock interview, interpretations and the like.
Investment : 4500/- Per Delegates (10.2% Service Tax is Additional)
Early Bird Discount: 10% ( For Payment till 10th June)
Venue : Indiranagar Club, Bangalore, India
Date : 21st and 22nd June 2005
About Oscar Murphy International
a) Oscar Murphy International Pte Ltd. is a Training Organization whose focus is on the philosophy of “Help Empower Life Potential”. We specialize in conducting a wide range of behaviour modification and attitudinal change programmes aimed at inspiring and empowering the participants towards success through self awareness and inner motivation. These programmes tap on the experience, knowledge, skills and attitudes of people and are customized to address the specific needs of:
• Corporate Executives
• Management staff and Corporate Leaders
• Families - Parents (Husband & Wife) / Children (Students)
b) Oscar Murphy International has a unique approach to make things happen in terms of Behaviour Modification dimensions. To Help Empower Life Potential, both Awareness (knowledge) and Implementation (actions) needs are addressed through Learning and Unlearning modules and “Inside-out Training”. This is unlike the routine “Outside-in Training”. This outmoded approach operates outside the individual’s environment of needs, goals, resources, and expectations, and presumes to know what the individual needs to know, and how it can best be learned.
“Inside-out Training” starts “inside” the individuals measuring their strengths & needs, using powerful self-assessment tools and psychometric tests. Such tools assist in creating the much required self-awareness for effecting discreet behavioural / attitudinal modifications and thereby generate the curiosity of individuals to learn from the implications of their scores, and the applications of the underlying concepts and skills. This puts the individual participant in the driver’s seat instead of the trainer / coach.
Such a process starts with measurements to determine “where you are now”. Only then will one know what goals are realistic down the road- “where you want to be” six months to a year from now. Behaviour Modifications (or training interventions) begins and ends with measurement, of needs, realistic goals or resources, and of timetables. That’s why we believe that if you can’t (or don’t) measure it, you can’t (or won’t) manage it. Simply put, all training inputs in which the organization or individual invests must be measurable.
c) Our coaches, consultants, and trainers have attracted participants from various organizations in a multitude of programmes. These interventions are pitched at various levels and have addressed specific needs and have carried differing titles with clear focus. The need-based customization addresses the needs of the organization, the department, the team or the individual. The beneficiaries include multinational companies, ministries, educational institutions as well as professional associations.
d) Our training efforts include Indoor – Interactive Workshops, Outdoor Experiential Learning Sessions, Behaviour Analysis and Competency Mapping, Personal and Business Coaching and the like. As a value addition, we also offer interventions at the Recruitment phase applying the principles of ‘HIRING for ATTITUDE and TRAINING FOR SKILLS’.
About Our Behavioral Coaches….
Mr. SREE NIDHI SAM KRIS
M.A (Sociology), M.A (Psychology), MMIS, B.Sc (Statistics), DBM, GDHRM, MSASW
Life Strategist, Change Agent & Business Coach
He specializes in Behavioral Sciences and Corporate Management, a rich hands-on background in behavioral science has enabled him to move with and understand the needs of people at all levels. When translated in the forms of talks, seminars and workshops, they unfold as Behavioural Assessments of Human Potential & Competencies, Professional Enrichment, Motivation, Mind Control, Self Energy Creation Techniques, Overcoming Stress, Individual Crisis Management, Organization Development, Change Management, Parenting, Family & Youth development and the like.
Ms. TAY CHINYI, HELENA
M.A. (Sociology), M.ed, PGDBM
Personal Coach & Life Strategist
Rich and varied experience in dealing with people from the very young has given her the expertise to be an acclaimed Facilitator and a Personal Coach. She has the innate talent to add cheer and laughter and fill her sessions with the right energy. Her approach is systematic and proactive and hence always well prepared to handle diverse training or coaching situations from a zone of cool comfort.
Her passion for the learning behaviour modification saw her draw enormously from her educational background. The commitment to help unleash the hidden potential in individuals of all age groups was made possible by her exposure to management education and corporate work life of few well reputed Multinational organizations.
From India, Pune
5Introduction to Scientific Recruitment
Today, in a highly competitive world, successful organizations place increasing emphasis on assessment of human performance in terms of Knowledge, Skills and Attitude. They are like the three pillars and hence even if one is missing it can lead to huge challenges.
The traditional methods of recruitment have tremendous limitations in recruiting a right candidate for the right job as they are not comprehensive and focus on knowledge and skill dimension alone. Attitude is the most crucial component that acts as a driving force, which motivates an individual to chanalize his knowledge and skills in the right direction. In spite of “Hiring for Attitude” having assumed high importance, objective tools for measuring it are not widely used.
Oscar Murphy International (OMI) gives you the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioral interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means.
Purpose
This two-day interactive fun workshop helps develop a clear understanding of the importance of competency-based behavioral interview and the skills to improve your recruitment effectiveness.
• You can accurately assess individual strengths and identify improvement opportunities
• You can improve selection decisions through behavioral competency- based interviewing techniques.
CBBIPA Workshop Objectives
At the conclusion of this workshop participants will be able to;
1. Describe the benefit of competency- based psychometric assessments for behavioral interview skills
2. Understand the benefits of psychometric assessments
3. Interpret the scores of psychometric assessment of candidates
4. Describe the benefits of developing competency based behavioral interviewing skills
5. Define the phases of a structured competency based behavioral interview
6. Develop competency based behavioral questions
7. Demonstrate the use of a variety of questioning techniques to control an interview
8. Evaluate a competency based behavioral interview
9. Get insight to Group testing methodology.
Who Can Benefit?
It is for you if you are involved in the selection and recruitment process.
Competency Based selection Tools & Practices
1. Management Performance Competency – assessment tool that measures 5 Meta Performance Competencies namely Managing Change, Planning and Organizing, Interpersonal Dynamics, Result Orientation and Leadership, which are further, subdivided into 20 core competencies, on a ten-point scale. The twenty competencies are initiative, innovation, risk taking, flexibility & adaptability, planning, analytical thinking, quality focus, oral communication, relationships, sensitivity, customer focus, team work, business awareness, authority & presence, motivation, developing people, resilience, learning orientation, decision making and achievement). Such a detailed understanding makes the strengths of the individual conspicuous and helps to identify if the candidate is capable of meeting the challenges to which his job would expose him.
2. Communication Response Style assesses the impact of upbringing and the environmental factors that give rise to communication habits of the individual. This is one of the key assessments as it analyses if the communication pattern of the individual is sound, which is the basis of all successful endeavors. It helps to assess how far an individual will foster teamwork, build rapport utilizing his/her communication skills, which can intern be linked up to the nature of the job.
3. Personality Style Assessment mirrors the various personality styles based on heredity characteristics of the individual in terms of Thinker, Intuitor, Sensor and Feeler. Once the personality style of the individual is identified the various attributes attached to it can be studied. These attributes will help see if there is a match between the demands of the job and individual personality characteristics
4. DICE is a self awareness profile which indicates the Dominance, Influence, Conformity and Evenness of individuals, in order to assess various aspects like drive to over come barriers, ability to persuade etc. It categorizes individuals as people oriented or task oriented, which intern reflects the style by which they will get work done. It also helps find out if an individual is ‘Active or Passive’.
5. Enviromental Influences on the Person as well as at Work assessment is an effective tool that helps identify the patterns and styles that one assumes both at the work place and on the personal front. It also helps identify how different or how similar are the personal and work styles of the individual, thereby demonstrating either his ability to flex or to maintain consistency
Training Methodology
Lots of fun activities, role plays, group discussions, behavior games, simulations, case studies, presentations, mock interview, interpretations and the like.
Investment : 4500/- Per Delegates (10.2% Service Tax is Additional)
Early Bird Discount: 10% ( For Payment till 10th June)
Venue : Indiranagar Club, Bangalore, India
Date : 21st and 22nd June 2005
About Oscar Murphy International
a) Oscar Murphy International Pte Ltd. is a Training Organization whose focus is on the philosophy of “Help Empower Life Potential”. We specialize in conducting a wide range of behaviour modification and attitudinal change programmes aimed at inspiring and empowering the participants towards success through self awareness and inner motivation. These programmes tap on the experience, knowledge, skills and attitudes of people and are customized to address the specific needs of:
• Corporate Executives
• Management staff and Corporate Leaders
• Families - Parents (Husband & Wife) / Children (Students)
b) Oscar Murphy International has a unique approach to make things happen in terms of Behaviour Modification dimensions. To Help Empower Life Potential, both Awareness (knowledge) and Implementation (actions) needs are addressed through Learning and Unlearning modules and “Inside-out Training”. This is unlike the routine “Outside-in Training”. This outmoded approach operates outside the individual’s environment of needs, goals, resources, and expectations, and presumes to know what the individual needs to know, and how it can best be learned.
“Inside-out Training” starts “inside” the individuals measuring their strengths & needs, using powerful self-assessment tools and psychometric tests. Such tools assist in creating the much required self-awareness for effecting discreet behavioural / attitudinal modifications and thereby generate the curiosity of individuals to learn from the implications of their scores, and the applications of the underlying concepts and skills. This puts the individual participant in the driver’s seat instead of the trainer / coach.
Such a process starts with measurements to determine “where you are now”. Only then will one know what goals are realistic down the road- “where you want to be” six months to a year from now. Behaviour Modifications (or training interventions) begins and ends with measurement, of needs, realistic goals or resources, and of timetables. That’s why we believe that if you can’t (or don’t) measure it, you can’t (or won’t) manage it. Simply put, all training inputs in which the organization or individual invests must be measurable.
c) Our coaches, consultants, and trainers have attracted participants from various organizations in a multitude of programmes. These interventions are pitched at various levels and have addressed specific needs and have carried differing titles with clear focus. The need-based customization addresses the needs of the organization, the department, the team or the individual. The beneficiaries include multinational companies, ministries, educational institutions as well as professional associations.
d) Our training efforts include Indoor – Interactive Workshops, Outdoor Experiential Learning Sessions, Behaviour Analysis and Competency Mapping, Personal and Business Coaching and the like. As a value addition, we also offer interventions at the Recruitment phase applying the principles of ‘HIRING for ATTITUDE and TRAINING FOR SKILLS’.
About Our Behavioral Coaches….
Mr. SREE NIDHI SAM KRIS
M.A (Sociology), M.A (Psychology), MMIS, B.Sc (Statistics), DBM, GDHRM, MSASW
Life Strategist, Change Agent & Business Coach
He specializes in Behavioral Sciences and Corporate Management, a rich hands-on background in behavioral science has enabled him to move with and understand the needs of people at all levels. When translated in the forms of talks, seminars and workshops, they unfold as Behavioural Assessments of Human Potential & Competencies, Professional Enrichment, Motivation, Mind Control, Self Energy Creation Techniques, Overcoming Stress, Individual Crisis Management, Organization Development, Change Management, Parenting, Family & Youth development and the like.
Ms. TAY CHINYI, HELENA
M.A. (Sociology), M.ed, PGDBM
Personal Coach & Life Strategist
Rich and varied experience in dealing with people from the very young has given her the expertise to be an acclaimed Facilitator and a Personal Coach. She has the innate talent to add cheer and laughter and fill her sessions with the right energy. Her approach is systematic and proactive and hence always well prepared to handle diverse training or coaching situations from a zone of cool comfort.
Her passion for the learning behaviour modification saw her draw enormously from her educational background. The commitment to help unleash the hidden potential in individuals of all age groups was made possible by her exposure to management education and corporate work life of few well reputed Multinational organizations.
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Interviewing using organisational psychology and cultural fit.pdf
Fearless interviewing-ho w to win the job.zip