Few managers would disagree that their Recruiting, Interviewing, and Selection process significantly impacts all aspects of their organization’s performance—including its profitability. Organizations need quality candidates, and managers need to know how to identify candidates with the competencies to meet the job requirements.
This webinar will provide the participants with the skills and a practical, proven step-by-step approach to the interviewing process that participants can utilize themselves and/or introduce to their organizations
WHY SHOULD YOU ATTEND?
The effectiveness of the Recruiting, Interviewing, and Selection process can be no greater than the quality of the interviews themselves. Interviewers need to know how to follow a proven methodology for obtaining relevant information from applicants and adequately assessing it. They must also know what to look for and how to gain that information. An interview aims to identify candidates who can and will effectively perform the job while fitting into the organization.
Some experts say that "the typical interview - conducted by an untrained interviewer - is often no better than chance at predicting how an applicant will perform on the job. Too frequently, interviewers follow one of the following interviewing approaches;
- Eyeball Interview: 'I knew the minute I saw her she couldn’t handle the job'
- Friendly Chat: 'A pleasant experience talking about sports, the weather, mutual acquaintances, etc.'
- Random Interview: 'Asking a random series of questions with no job specifications in mind'
Since humans tend to like applicants like us, a very important step for interviewers is a thorough understanding of the position’s specifications. As obvious as this seems, some interviewers fail to identify the specific job criteria needed to be successful in the vacancy. But if we don’t know where we are going, any road will get us there.
Just as an organization’s success is significantly influenced by the people it employs, a manager's success depends on the performance of his/her team. Effectively interviewing and selecting team members is a critical skill for any manager. The further a manager's career progresses, the greater the need for this skill. So, lacking effective interviewing skills can severely limit a manager's career advancement.
There is an assumption that because a person has the title of manager, he/she knows how to conduct effective interviews and make appropriate hiring decisions. However, many managers learn to interview by trial and error - they have not been allowed to learn a proven, step-by-step interviewing and selection process.
Additionally, the cost of making a poor hiring decision is significant in terms of lost productivity, quality, and customer satisfaction—not to mention the costs associated with termination, legal ramifications, and then having to recruit and train a replacement. Making a poor hiring decision results in the loss of a significant investment both in time and money.
To fully appreciate the value of interview training, consider the 'performance differential.' This is the fact that a good hire will satisfy the needs of the position, but a great hire will increase the organization's performance.
AREA COVERED
#1: Defining an Employment Interview
- Five key components of an interview
- Common errors made by interviewers
- A three-step interviewing process
#2: Pre-Interview Preparation
- Five types of job criteria
- Questions to answer in identifying your job criteria
- Reasons for reviewing the application & resume in advance of an interview
- Seven areas to review on applications & resumes
- Planning questions before the interview
- Typical job criteria for service-providing positions
- How to use job criteria 'kick out' factors during phone interviews
#3: Creating the Proper Atmosphere
- Characteristics of the proper interview atmosphere
- A checklist to determine if an interviewer is ready for an interview
#4: Structuring Effective Questions
- Characteristics of the proper interview format
- The differences between productive vs. destructive interviewer interruptions
- The objective of any interview
- Five types of useful interview questions - with examples
- Tips for conducting a team or panel interview
#5: The Behavioral Interview
- The definition of a behavioral-based interview question
- An overview of a behavioral interview
- Sample behavior-based questions
- How to seek candidate behaviors vs. traits
- A typical behavioral interview sequence
- Tips for taking interview notes
- Closing the interview with candidates that you want to reject, possibly pursue or pursue; respectively
- How to handle three types of difficult interview situations
#6: The Total Interview Format
- Using ice breaker/rapport building statements & questions
- Using transition questions to begin the formal interview
- Utilizing an overview/benefit statement
- Questions to use in exploring work experience
- Questions to use in exploring education
- Questions to gain an applicant's self-assessment
- Closing the interview
#7: Strategic Recruiting
- Research showing that many employees will be changing jobs in 2025
- The types of candidate questions that employers should be prepared to answer in 2025
- What candidates will expect of companies during the recruiting, interviewing & selection process
- The issues on which candidates are making their decisions
- What candidates are looking for in a job - other than a paycheck
LEARNING OBJECTIVES
This webinar will provide the participants with:
- Common errors made by interviewers
- Pre-interview preparation steps
- Five types of job criteria
- Ways to create the proper interview atmosphere
- A checklist to determine if an interviewer is ready for an interview
- The differences between productive vs. destructive interviewer interruptions
- Five types of useful interview questions - with examples
- Tips for conducting a team or panel interview
- An overview of a behavioral interview with sample behavior-based questions
- How to seek candidate behaviors vs. traits
- A typical behavioral interview sequence
- Tips for taking interview notes
- A format for a total interview
- Strategic recruiting techniques
WHO WILL BENEFIT?
- HR Professionals New to the Field seeking a comprehensive view of the subject with multiple initiatives & techniques they can apply immediately
- Experienced HR Professionals seeking a refresher
- Line Managers: seeking a comprehensive view of the subject with multiple initiatives & techniques they can
The effectiveness of the Recruiting, Interviewing, and Selection process can be no greater than the quality of the interviews themselves. Interviewers need to know how to follow a proven methodology for obtaining relevant information from applicants and adequately assessing it. They must also know what to look for and how to gain that information. An interview aims to identify candidates who can and will effectively perform the job while fitting into the organization.
Some experts say that "the typical interview - conducted by an untrained interviewer - is often no better than chance at predicting how an applicant will perform on the job. Too frequently, interviewers follow one of the following interviewing approaches;
- Eyeball Interview: 'I knew the minute I saw her she couldn’t handle the job'
- Friendly Chat: 'A pleasant experience talking about sports, the weather, mutual acquaintances, etc.'
- Random Interview: 'Asking a random series of questions with no job specifications in mind'
Since humans tend to like applicants like us, a very important step for interviewers is a thorough understanding of the position’s specifications. As obvious as this seems, some interviewers fail to identify the specific job criteria needed to be successful in the vacancy. But if we don’t know where we are going, any road will get us there.
Just as an organization’s success is significantly influenced by the people it employs, a manager's success depends on the performance of his/her team. Effectively interviewing and selecting team members is a critical skill for any manager. The further a manager's career progresses, the greater the need for this skill. So, lacking effective interviewing skills can severely limit a manager's career advancement.
There is an assumption that because a person has the title of manager, he/she knows how to conduct effective interviews and make appropriate hiring decisions. However, many managers learn to interview by trial and error - they have not been allowed to learn a proven, step-by-step interviewing and selection process.
Additionally, the cost of making a poor hiring decision is significant in terms of lost productivity, quality, and customer satisfaction—not to mention the costs associated with termination, legal ramifications, and then having to recruit and train a replacement. Making a poor hiring decision results in the loss of a significant investment both in time and money.
To fully appreciate the value of interview training, consider the 'performance differential.' This is the fact that a good hire will satisfy the needs of the position, but a great hire will increase the organization's performance.
#1: Defining an Employment Interview
- Five key components of an interview
- Common errors made by interviewers
- A three-step interviewing process
#2: Pre-Interview Preparation
- Five types of job criteria
- Questions to answer in identifying your job criteria
- Reasons for reviewing the application & resume in advance of an interview
- Seven areas to review on applications & resumes
- Planning questions before the interview
- Typical job criteria for service-providing positions
- How to use job criteria 'kick out' factors during phone interviews
#3: Creating the Proper Atmosphere
- Characteristics of the proper interview atmosphere
- A checklist to determine if an interviewer is ready for an interview
#4: Structuring Effective Questions
- Characteristics of the proper interview format
- The differences between productive vs. destructive interviewer interruptions
- The objective of any interview
- Five types of useful interview questions - with examples
- Tips for conducting a team or panel interview
#5: The Behavioral Interview
- The definition of a behavioral-based interview question
- An overview of a behavioral interview
- Sample behavior-based questions
- How to seek candidate behaviors vs. traits
- A typical behavioral interview sequence
- Tips for taking interview notes
- Closing the interview with candidates that you want to reject, possibly pursue or pursue; respectively
- How to handle three types of difficult interview situations
#6: The Total Interview Format
- Using ice breaker/rapport building statements & questions
- Using transition questions to begin the formal interview
- Utilizing an overview/benefit statement
- Questions to use in exploring work experience
- Questions to use in exploring education
- Questions to gain an applicant's self-assessment
- Closing the interview
#7: Strategic Recruiting
- Research showing that many employees will be changing jobs in 2025
- The types of candidate questions that employers should be prepared to answer in 2025
- What candidates will expect of companies during the recruiting, interviewing & selection process
- The issues on which candidates are making their decisions
- What candidates are looking for in a job - other than a paycheck
This webinar will provide the participants with:
- Common errors made by interviewers
- Pre-interview preparation steps
- Five types of job criteria
- Ways to create the proper interview atmosphere
- A checklist to determine if an interviewer is ready for an interview
- The differences between productive vs. destructive interviewer interruptions
- Five types of useful interview questions - with examples
- Tips for conducting a team or panel interview
- An overview of a behavioral interview with sample behavior-based questions
- How to seek candidate behaviors vs. traits
- A typical behavioral interview sequence
- Tips for taking interview notes
- A format for a total interview
- Strategic recruiting techniques
- HR Professionals New to the Field seeking a comprehensive view of the subject with multiple initiatives & techniques they can apply immediately
- Experienced HR Professionals seeking a refresher
- Line Managers: seeking a comprehensive view of the subject with multiple initiatives & techniques they can
