DOCUMENT ATTRIBUTES

Area Description
Title Training Outline on CBI Technique Up-Skill
Department Global Department
Information Classification
Current Version
Effective Date

DOCUMENT CONTACT DETAILS

Role Designation
Author Deepa Vasudavan
Owner Global Department (BD)
Reviewer
Approver

DOCUMENT DISTRIBUTION LIST

No. Designation
1 GLOBAL DEPARTMENT FOR TCID (BD)

DOCUMENT REVISION AND APPROVAL HISTORY

Version No. Revision Date Changes Approval

1. Purpose of the Workshop / Training

Competency Based Interviewing Techniques is an upskilling training that assesses specific

skills and knowledge that a candidate possesses for a role that he/she may be applying. This
approach is also known as structured, behavioural or situational interviews which have been
designed to test a varied number of skills and strengths, thereby aiding the interviewer in
identifying a candidate’s potential performance based on critical competencies identified for
that position.

2. Workshop Objectives

The workshop participants will be taken through a structured interview process to develop
their interviewing skills and approach towards achieving the interview outcomes, which would
eventually benefit both the participants and the organisation.

2.1 Gaining insights on the purpose and benefits of a behavioural interview.

2.2 Understanding the application of job specification, description and competency model
2.3 Implement a structured interview approach (before, during and after interview)
2.4 Developing appropriate interview questions for specific roles and levels within your
organization and to comprehend if the candidate has the appropriate competencies
required for the role.
2.5 Preparing Interview Guides to enable effective note taking and confidence in covering all
key issues with each candidate.
2.6 Building better rapport with the candidates to help them provide more comprehensive
responses.
2.7 Develop skilfulness as an Interviewer / Observer.
2.8 Learning how to probe or scrutinize for specific examples to confirm the candidate’s
skills & competencies.
2.9 Identifying and avoiding “interview errors” to increase the organization’s
professionalism and the candidate’s impression of the organization.

3. Workshop / Training Scope

This comprehensive training scope aims to equip Hiring Managers with the knowledge, skills,
and tools necessary to conduct effective competency-based interviews and make informed
hiring decisions.

4. Behavioural Interviewing Principles

At TCID (ByteDance), we believe that behavioural interviewing is an effective method for

assessing candidates' suitability for positions within the organization. Our behavioural
interviewing process is guided by the following principles:

1. Alignment with Core Competencies where our interviews are structured to assess
candidates' behaviours and experiences in alignment with the core competencies
required for success in the role.

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2. Evidence-Based Assessment where we seek concrete examples from candidates' past
experiences to evaluate their potential for success in the position. We prioritize evidence-
based assessment over hypothetical scenarios.

3. Consistency and Fairness where all Hiring Managers are trained in behavioural
interviewing techniques to ensure consistency and fairness in our evaluation process. We
strive to eliminate bias and subjectivity from our assessments.

4. Structured Interview Framework where our interviews follow a structured framework,

with predetermined questions designed to elicit specific behavioural responses. This
approach allows for a systematic evaluation of candidates' competencies.

5. Candidate Experience where we are committed to providing a positive and respectful

experience for all candidates throughout the interview process. Hiring Managers are
trained to conduct interviews in a professional and empathetic manner.

By adhering to these principles, we aim to select candidates who not only possess the
necessary skills and qualifications but also demonstrate behaviours and attributes that align
with our organizational values and culture.

4. Competency-Based Interviewing Techniques Framework (STAR)

Behavioral based interviewing is a thorough, planned, systematic way to gather and evaluate
information about what candidates have done in the past to predict how they would handle
future situations. The interview questions focus on specific behaviors or competencies
required to be successful in any role. Behavioral questions require applicants to recall specific
situation/scenario they have been involved in. The S.T.A.R Technique is also commonly used
to assess how the candidate handled certain work situations. Hiring Managers are using this
technique to analyze the situation and task to further define the skills and qualities that high-
level performers have exhibited in that job.

5. Workshop Structure

This workshop is divided into three (3) sections:

5.1 “Why and How to Conduct a Competency-Based Behavioral Interview?” – this starts
with a reminder of why interviewing is important, why behavioral interviewing can be
a valuable tool for organizations and how to prepare for and conduct competency-
based behavioral interviews?

5.2 “Sample Interview Questions” – to provide examples of competency based,

structured behavioral interview questions coupled with rating scales that HR
professionals and hiring managers can use to assess job candidates at their early
career level.

5.3 “What to do After Conducting a Competency-Based Behavioral Interview?” - this

provides information about what to do after an interview, including evaluating
candidates, conducting a debriefing meeting, and making a hiring decision.

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6. Training / Workshop Agenda

The goal is to provide a comprehensive overview of competency-based interviewing while also

allowing for practical application and interactive learning experiences.

6.1 Introduction to Competency-Based Interviews (15 minutes)

Definition and Benefits
Importance of Competencies in TikTok Operations
6.2 Key Competencies for TikTok Operations (20 minutes)
Analytical Skills
Problem-Solving
Creativity and Innovation
Communication Skills
Team Leadership
Adaptability
6.3 Preparing for the Interview (20 minutes)
Reviewing Job Descriptions
Developing Interview Questions
Creating a Scoring System
6.4 Conducting the Interview (45 minutes)
Welcome and Introduction
Asking Behavioral Questions
Probing Follow-Up
Active Listening
Note-Taking
Time Management
6.5 Role-Play Exercises (20 minutes)
Participants pair up and take turns playing the role of interviewer and interviewee,
practicing asking and answering competency-based interview questions.
6.6 Assessment and Evaluation (15 minutes)
Scoring Responses
Comparison and Collaboration
Decision Making
6.7 Q&A and Discussion (15 minutes)
Participants can ask questions and discuss any challenges or concerns they may have
about conducting competency-based interviews.
6.8 Conclusion and Next Steps (10 minutes)
Summary of Key Takeaways
Accreditation Assessment Briefing

7. Accreditation Assessment

An accreditation assessment after training hiring managers on competency-based interview

skills are crucial to ensure that they have acquired the necessary knowledge and
competencies to conduct effective interviews. Here's a step-by-step guide on how to conduct
an accreditation assessment

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7.1 Define Accreditation Criteria

Hiring Managers who complete the training / workshop needs to conduct minimum
3 interview sessions with the presence of the Accessor. This may include
demonstrating proficiency in developing interview questions, conducting interviews,
assessing candidate responses, and providing constructive feedback.

7.2 Performance Evaluation / Scoring Sheet

Assess hiring managers' performance based on predetermined criteria. Use

evaluation rubrics to objectively evaluate their ability to develop effective interview
questions, probe for detailed responses, and assess candidate competencies.

7.3 Provide Feedback

Offer constructive feedback to hiring managers based on their performance during

the assessment. Highlight areas of strength and areas for improvement and provide
specific recommendations for enhancing their competency-based interviewing skills.

7.4 Determine Accreditation Status

Based on the assessment results and feedback provided, determine whether hiring
managers have met the criteria for accreditation in competency-based interviewing.
Provide clear guidance on next steps for those who have successfully achieved
accreditation and any remedial actions for those who require additional support.

7.5 Re-Assessment

Request a re-assessment of competency-based interview skills if the defined

accreditation criteria are not met. These individuals may have demonstrated some
proficiency but may also exhibit inconsistencies or deficiencies in their interview
techniques. They have not fully met the established criteria for accreditation in
competency-based interviewing and require additional support to be accredited,
they will be re-assessed with another set of 3 interview sessions.

8. Conclusion

Accreditation in competency-based interviewing is a testament to the ability to effectively

assess candidates' suitability for roles within the organization. Accredited Hiring Managers will
continue to serve as ambassadors of best practices in interviewing. Competency-based
interviewing is a skill that can be continually refined and polished over time with dedication
and practice.