Interviewing Techniques Training

• Recognizing the costs incurred by an organization when a wrong hiring decision is made.
• Developing a fair and consistent interviewing process for selecting employees.
• Preparing better job advertisements and use a variety of markets.
• Being able to develop a job analysis and position profile.
• Using traditional, behavioral, achievement oriented, holistic, and situational (critical
• incident) interview questions.
• Effectively interviewing difficult applicants.
• Understand the basic employment and human rights laws that can affect the hiring process.

Course Outline

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Course Overview

• Introductions
• Agenda
• Course Objectives
• Personal Objectives

History of the Interviewing Process

• History of the interviewing process
• 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

• Determining what you’re hiring for
• Performing a job analysis
• Writing a position profile in this session

Determining the Skills You Need

• Determine what technical and performance skills the candidate will need
• Examine various ways of doing this

Finding Candidates

• Examine the advantages and disadvantages of various advertising methods

Advertising Guidelines Five Key Points Ten Tests for Advertising

• The ten tests of advertising
• Apply them to job advertisements

Screening Resumes The Screening Process Developing a Guide

• Resume screening guide
• What that is
• How to develop one
• How to use it

Performance Assessments

• Technical exercise
• Performance exercise

Problems Recruiters Face

• Common mistakes recruiters make and how to avoid them

Interviewing Barriers

• Human mistakes that recruiters make

Non-Verbal Communication

• Non-verbal signals

Types of Questions

• Open questions
• Closed questions
• Probes

Traditional vs. Behavioral Interviews Behavioral Interviewing Sample Questions

• Behavioral interviewing
• How it differs from traditional interviewing
• Develop some sample behavioral questions

Other Types of Questions Achievement-Oriented and Holistic Questions Making Connections

• Achievement oriented questions
• Holistic questions

The Critical Incident Technique

• Critical incident questions
• Their valuable, how to develop them, and how to use them

Listening for Answers Listen Well Committing to Change

• Listening for what the candidate does and does not say
• Key listening skills

Difficult Applicants

• Four difficult applicants
• Ways to get the information you’re looking for

Interview Preparation and Format

• Things to do before, during, and after the interview

Other Interview Techniques

• Five most common methods to keep an interview moving

Scoring Responses

• How to use performance-based rating scales

Checking References

• How to check references and use a reference guide

Human Rights

• Key human rights issues that recruiters face

Skill Application

• Developing an interview guide
• Role-playing the interview