Effective Selection Interviewing - Also Across Borders
TARGET GROUP:
Managers involved in interviewing potential candidates for vacancies, also across borders.
METHODOLOGY:
This course presents a systematic approach to planning and conducting interviews, evaluating job applicants and making more effective selection decisions. Before the actual training, participants prepare a vacancy profile. During the seminar, tools, techniques and exercises will be given in order to develop an interview for this vacancy and to improve interviewing skills. The Skills Analyzer and the Interview Application Manual should facilitate replicate learning for other vacancies.
Read more in the program sheet Effective Selection Interviewing - Also Across Borders.
BACKGROUND:
Between 2001 and 2003 YEO used existing literature and modern competence definitions to develop its 4D Competence Model. It is built around two basic well-recognized dimensions that define most of the interpersonal differences in performance competencies:
- Introvert versus extravert
- People versus task focus
These two dimensions together define 4 areas of competencies, which YEO defined as its 4 dimensions of competencies:
- People - The Diplomats (Red)
- Vision - The Network Builders (Yellow)
- Action - The Change Managers (Blue)
- System - The Pragmatists (Green)
The huge number of competence descriptions in literature were redefined and tested to address 16 Competencies, 4 for each dimension. As an example, the People Dimension is built around the following 4 competencies: people whose main focus is on other people and who tend to communicate with the purpose of understanding others (customer focus), demonstrate an attitude of being empathetic towards others (empathy), achieve change by understanding and adapting themselves to others (respecting diversity), and build their network around people they like (team spirit).
Download our complete 4D Competence Model below.
As you can read in this document, each competence is then defined using 5 behavioral, measurable, changeable and thus trainable descriptions. In total, these 80 behavioral descriptions, also referred to as activity statements in our Effective Selection Interviewing training program, cover a very wide variety of competencies needed to measure performance in almost any job.
For each of the 80 behavioral descriptions in the YEO 4D Competence Model, we defined an activity statement, which can be used for behavioral questioning. You can download an example list of 16 of those activity statements in the document Activity Statements below. Using the process and delivery skills trained in our program described below, this will produce a questionnaire specific for each different job.
To see what it looks like, please look at the sample on our Expatriate Assessment page.