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 will give you the skills and tools to hire successful candidates.
You will spend the first part of the day getting to know other participants and discussing what will take place during the workshop. Participants will also have an opportunity to identify their personal learning objectives.
History of the Interviewing Process
The day will begin with a brief insight into the history of the interviewing process, including Alfred Binet’s ideas, stress interviewing, and structured interviewing.
The Recruitment and Selection Process
During this session, we will take a quick look at the six stages of the hiring process.
Factors in the Hiring Process
We will examine the three levels of factors in the hiring process in this session.
During this session, participants will analyse the cost of hiring an employee.
Job Analysis and Position Profiles
Determining just what you’re hiring for is the second stage of the hiring process. We will look at performing a job analysis and writing a position profile in this session.
Determining the Skills You Need
Once you have analysed what the job will entail, you will need to determine what technical and performance skills the candidate will need. We will examine various ways of doing this during this session.
During this session, we will examine the advantages and disadvantages of various advertising methods.
If you’re going to spend time and money looking for a candidate, you should make sure your ad passes the ten tests of advertising. In this session, participants will learn about these tests and apply them to job advertisements.
Now that you have the stack of resumes on your desk, what are you going to do with them? Our recommendation is to use a resume screening guide. During this session, participants will learn what that is, how to develop one, and how to use it.
In addition to interviewing, you may also choose to have candidates complete a technical or performance exercise. Participants will look at both types of exercises in this session.
Problems Recruiters Face
During this session, participants will discuss some common mistakes recruiters make and how to avoid them.
There are also some human mistakes that recruiters make; that will be your focus during this session.
During an interview, it is crucial to be aware of the non-verbal signals that you are giving and receiving. In this session, participants will explore some of these signals through discussion and an exercise.
Types of Questions
Obviously, the ability to ask questions is crucial to an interview. During this session, participants will learn how to use open questions, closed questions, and probes.
Case Study: Itlex Manufacturing
To wrap up the first day, participants will work on a case study to help Mitchel Hampton figure out why he had to fire an employee he recently hired.
Traditional vs. Behavior Interviews
During this session, participants will look at what behavioral interviewing is and how it differs from traditional interviewing. Participants will also have the opportunity to develop some sample behavioral questions.
Other Types of Questions
There are two more key types of questions that you can use during an interview: achievement oriented and holistic. Participants will take a brief look at both types during this session.
The Critical Incident Technique
Another type of interview question asks the candidate how they might behave in a certain situation. Participants will explore why these questions are so valuable, how to develop them, and how to use them.
Listening for Answers
Listening for what the candidate does and does not say is just as important as asking the right questions. During this session, participants will learn some key listening skills.
During this session, participants will role play one of four difficult applicants in a mock interview. They will also learn ways to get the information they’re looking for out of these types of people.
Interview Preparation and Format
During this session, participants will learn some things that they should do before, during, and after the interview.
Other Interview Techniques
During the interview, there are some techniques that interviewers can use to keep things moving. This session will cover five of the most common methods.
During this session, participants will learn how to use performance-based rating scales.
In this session, participants will learn how to check references and use a reference guide.
Through a brief discussion, participants will learn about some of the key human rights issues that recruiters face.
Participants will spend the afternoon of Day Two developing an interview guide and real-playing the interview using all the skills they have learned.
The course will wrap up with a review of the pre-assignment.
At the end of the course, participants will have an opportunity to ask questions and fill out an action plan.
For details on the differences between “in-house” and “all-inclusive” please see below
We’re keen to ensure that all the participants get the most out of the day, so ideally, we would love to have a room that has natural daylight, space to move, sit and write / work in small groups and utilise the wall space.
It helps to have the equipment provided but we can provide screen, projectors, flip charts and sound etc.
The “in-house” price includes training materials for all participants and a brilliant trainer… come coach… come facilitator.
The price excludes facilitator travel / accommodation (if required) and VAT.
Quite simply, we take all the hassle, stress and time required to organise your course off-site.
We will provide;
We think this is great value and ideal for companies who do not have the resource or time to organise the training.
Please see “Terms” for specific details on our all-inclusive offer.
Full Course Terms and Conditions are available upon request and are provided during the booking process.
Coming Soon! Our “Back to School essential Business Skills Lessons.
A range of short classroom based sessions that can be delivered in just 40 minutes!
Back to School allows every learner to create a personal “school” timetable based on the learning topics / lessons they need the most. They just attend the classes and then go back to work, minimising time away from the day job whilst picking up top tips on personal effectiveness, soft skills and leadership / management.
Fast, interactive and energising ways to learn through Ican Development
Ican Development are a recognised Chartered Management Institute Centre offering a targeted range of high quality qualifications in Coaching and Mentoring as well as Leadership and Management.
We’re also very proud of the way we deliver our programmes with an emphasis on face to face learning using highly engaging and experiential approaches.
We are currently offering qualifications from Levels 3 to 6