Course Overview

It is imperative for unit of time personnel to use the proper skills so as to rent the proper people within the right jobs. This educational program can equip you to get artistic techniques to interview and candidates and uncover behavioral characteristics, that may be a complicated talent to develop. Hence, every module can target a sensible and organic process approach to assembling participant competence through the Training sessions. The educational program define is  up to now and pertinent to marketplace needs, so line well to any or all analytical prediction of Training desires within the such that space. a customized proposal can even be organized, to suit the Training demand of your team. Who Should Attend? Recruitment and choice staff whose duties involve attracting, short listing and choosing candidates to fill vacancies, professionals operating in achievement agencies and govt search companies.

Program Outline

  • Differences between Bad and Good Interviews
The Interview as a Method of Selection
  • Selection Methods
  • Prevalence of the Interview as a Selection Method
  • The Reliability and Validity of Interviews
  • Problems with Typical Interviews: Before, During and After
  • Improving Interviewing Reliability
Types of Selection Interviews
  • Screening and Biographical Interviews
  • Serial and Sequential Interviews
  • Panel Interviews
  • Structured Interviews
  • Competency-Based Interviews (CBI)
  • Competencies Defined
  • Behavioural and Performance Indicators
  • Job Profiles and Job Descriptions
  Pre-Interview Steps
  • Preparing a CBI Guide
  • Standardizing the Questions
  • Deciding on the Rating Scale
  • Organizing Venue and Material
Structure of an Interview
  • Introduction Techniques
  • Opening Statements/Questions
  • Conducting the Interview
  • Closing the Interview
Interview Questions
  • Open and Closed Questions
  • Hypothetical Questions: When and How
  • Leading Questions and How They Should Be Used
  • Probing and Fact Finding Questions
  • STAR Probing Techniques
  • FACT Funnelling Techniques
  • Disallowed Questions
Post Interview Steps
  • Classifying and Evaluating Captured Data
  • Quantifying Intangibles
  • Producing Interview Reports
  • The Selection Decision

Program Objectives

By the end of the program, participants will be able to:
  • Define the importance of interviewing as a method of selection
  • List the common mistakes untrained interviewers commit and define ways to overcome them
  • Discover the main types of selection interviews and when and how to use each
  • Design an interview guide and use it in order to collect ‘code-able’ data from interviewees
  • Use probing techniques designed to uncover behavioural characteristics of applicants
  • Utilize data collected from interviews to produce meaningful interview reports which will help in the decision-making process

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