- 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
- 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
- The Advantages and Disadvantages of Various Advertising Methods
- Five Key Points
- Ten Tests for Advertising
- The Screening Process
- Developing a Guide
- How to Use It
- A Technical Or Performance Exercise
Problems Recruiters Face
- Common Mistakes Recruiters Make
- How to Avoid Them
- Human Mistakes That Recruiters Make
- 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
- 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
- How to Use Performance-Based Rating Scales
- How To Check References
- Reference Guide
- Key Human Rights Issues That Recruiters Face
- Developing An Interview Guide
COURSE DURATION: TWO DAYS