Interviewing Skills - 3 Part Module 

Hiring The Best provides a systematic way for a manager to focus on what's really important before, during and after the selection interview. This way the manager can determine, with a high degree of accuracy, how successful the candidate will be in a particular situation. The video uses humor by bouncing between the bumbling efforts of one manager and the highly prepared and organized efforts of another. The ability to hire the right person for the job, any job, is one of the most valuable skills a manager can have—unfortunately, it's also one of the least understood!

Hiring the Best will teach the participant the three steps of the process:

Preparing for the Interview :

• Defining the job
  
  
• Identifying the job skills needed
  
  
• Developing interview questions

Conducting the Interview :

• Reviewing the candidate's resume.
  
  
• Ptting the candidate at ease.
  
  
• Effective questioning with best/ worst situational questions.
  
  
• Keeping the interview on track.
  
  
• Concluding the interview.

• Summarizing the interview.
  
  
• Reviewing your interview notes.
  
  
• Evaluating the candidate.
  
  
• Rating your own performance.
  
  
• Evaluating the candidate.
  
  
• Rating your own performance.
  
  
• Evaluating the candidate.
  
  
• Rating your own performance.
  
  

Module B : "Attitude"- in Interviewing

Why focus on attitude? Quite simply; Skills can be taught' Attitude cannot.

You've probably had the experience of hiring someone who you thought was perfect for the job-only to find out later that the person could not work within the organization. With fewer people doing more work these days, organizations cannot afford costly hiring mistakes and the resulting turnover. Finding the right person with the right attitude and mind-set is a top priority.


You will learn how to :

• Determine what attitudes lead to success in a job or organization.
  
  
• Design questions to reveal those attitudes.
  
  
• Conduct effective interviews.
  
  
• Evaluate candidates placing a priority on attitude.
  
  

Module C : Interview For Success

Competency-based interviewing techniques will give your company a strategic focus by allowing hiring managers and recruiters to integrate job-specific, future-oriented competencies into their interviews.

This module teaches participants to identify key competencies (characteristics that differentiate outstanding performers from average performers in a given job) and build those competencies into their hiring and selection process in order to attain this strategic focus.

Interviewing for competencies follows a structured format which this module takes you through step-by-step-the interviewer builds a customized interview format for each individual position based on the duties and responsibilities of the position and identifies the critical skills needed to perform these duties and responsibilities at a superior performance level.

Competency-Based Interviewing Model:

Step 1 : Assemble job information

• Ask yourself: what does this person do?
  
  
• List duties and responsibilities.
  

• Derive the skills needed to perform duties.
  
  
• Skills can be duplicated.
  
  
• Make a master list, eliminating duplicates.

• Cross out skills that should be assessed elsewhere.
  
  
• Eliminate skills that do not distinguish superior performance.
  
  
• Highlight questions you want to probe.

• Identify target behaviours for each competency.
  
  
• Write 2-3 interview questions per competency.

Step 5 : Modify Interview with the Big 5 Personality Assessment


Step 6 : Listen for complete responses

• Stay in control: Dealing with difficult candidates - Situation, Behavior, Outcome.
  
  
• Use probes to obtain missing information.

Step 7 : Assess

• Use structured rating materials.
  
  
• Document.
  
  
• Turn downs (declines).
  
  
• Assess yourself.

• How to plan a logical, structured interview that includes pre-planned interview questions.
  
  
• How to recognize the importance of developing an interview plan based on thorough knowledge of the job .
  
  
• How to understand that a behavioral example is a specific life-history event that can be used to determine the presence or absence of a skill.
  
  
• How to use interviewing techniques that allow for interviewer control.
  
  
• How to explain why it is important to make selection decisions based on facts and information, not on a gut feeling.
  
  
• How to explain why the concept of "the best predictor of future behavior is past behavior" is so important in the behavioral-based interview process.
  
  
• How to recognize why some questions cannot be legally asked in the interview process.

Program Methodology :

Role plays, Recordings, feedback on styles, hands-on approach to be a better interviewer.

Duration :

1 and ½ days-Intense Modules A, B, C