LEARNING OUTCOMES:

• Recognize the costs incurred by an organization when a wrong hiring decision is made.
• Develop a fair and consistent interviewing process for selecting employees.
• Prepare better job advertisements and use a variety of markets.
• Be able to develop a job analysis and position profile.
• Use traditional, behavioral, achievement oriented, holistic, and situational (critical incident) interview questions.
• Enhance communication skills that are essential for a skilled recruiter.
• Effectively interview difficult applicants.
• Check references more effectively.
• Understand the basic employment and human rights laws that can affect the hiring process.

COURSE OVERVIEW & CONTENT:

“An interview is not only about finding the right candidate, but also about the candidate finding the right fit.”

Interviewing sounds easy enough: you arrange for a conversation between you and potential candidates, and then select the best person for a particular position. But what if you could refine the process in such a way that you were confident that you are selecting the right person? How do you separate the good from the great, when they have similar work experience and strengths to offer?

This workshop is designed to give you the skills and tools to hire successful candidates, and to provide individuals and organizations with the knowledge and tools to attract, select and retain the best talent.

History of the Interviewing Process

• A Brief on the History of the Interviewing Process
• Alfred Binet’s Ideas
• Stress Interviewing
• Structured Interviewing

The Recruitment and Selection Process

• The Six Stages of the Hiring Process

Factors in the Hiring Process

• The Three Levels of Factors in the Hiring Process

Cost Analysis

• Analyze the Cost of Hiring an Employee

Job Analysis and Position Profiles

• The Second Stage of the Hiring Process
• Performing a Job Analysis
• Writing a Position Profile

Determining the Skills You Need

• What The Job Will Entail?
• What Technical and Performance Skills the Candidate Will Need

Finding Candidates

• The Advantages and Disadvantages of Various Advertising Methods

Advertising Guidelines

• Five Key Points
• Ten Tests for Advertising

Screening Resumes

• The Screening Process
• Developing a Guide
• How to Use It

Performance Assessments

• A Technical Or Performance Exercise

Problems Recruiters Face

• Common Mistakes Recruiters Make
• How to Avoid Them

Interviewing Barriers

• Human Mistakes That Recruiters Make

Non-Verbal Communication

• The Non-Verbal Signals That You are Giving and Receiving

Types of Questions

• Open and Closed Questions
• Probing Techniques

Case Study: Itlex Manufacturing

• A Case Study to Help Mitchel Hampton Figure Out Why He Had to Fire an Employee He Recently Hired

Traditional vs. Behavior Interviews

• Behavioral Interviewing
  • What Behavioral Interviewing Is?
  • How It Differs From Traditional Interviewing
• Sample Behavioral Questions

Other Types of Questions

• Achievement-Oriented Questions
•  Holistic Questions
• Pairs Exercise

The Critical Incident Technique

• Why These Questions Are So Valuable
• How To Develop Them
• How To Use Them
• Focus on Tapping Meaningful Samples of Behavior

Listening for Answers

• Listen Well
  • What the Candidate Does and Does Not Say
• Key Listening Skills
• Committing to Change

Difficult Applicants

• A Mock Interview
  • Four Difficult Applicants
• Get The Information

Interview Preparation and Format

• Before, During, and After the Interview

Other Interview Techniques

• Keep Things Moving
  • Five of the Most Common Methods

Scoring Responses

• How to Use Performance-Based Rating Scales

Checking References

• How To Check References
• Reference Guide

Human Rights

• Key Human Rights Issues That Recruiters Face

Skill Application

• Developing An Interview Guide
• Role-Playing