Course details

Overview ?

Introduction

In today’s business world, Interviewing has been identified as a critical management skill. Proven results have concluded that the “Old Style” interview is a failure. Published results show it’s less than 1.5% likely to be successful. The new approach to interviewing is to use the behavioral approach - as recommended by psychologists. The approach once mastered will transform your ability to interview effectively. Also featured in this advanced program will be explanations and demonstrations of psychometric tests and personality questionnaires. This technique - once mastered can be used for appraisal and disciplinary interviews. Interviewing techniques have advances so much in the last few years no one who has not been trained since 2008 is probably not currently competent to interview.

Highlights of this program:

You will experience the new complete interview process
The course focuses specifically of the new advances in psychology and behavioral techniques
The program is very practical; you will gain the confidence and techniques to be effective as soon as you return to work
The program is conducted so you have the opportunity to build on your experiences under the expertise of the course presenter

Objectives

By the end of this programme you will be able to:

Recognise the complexities of recruitment and selection in today’s modern environment
Understand and be able to implement the new recruitment and selection process
Be able to identify and write recruitment criteria for use in advertising, short listing and constructing effective interview questions.
Be able to demonstrate to others how the new process will save time and increase dramatically interviewing effectiveness.
Consider the concept of and know when to use testing, and personality questionnaires and when assessment centres are appropriate.
Be able to design and use the two step questioning technique which has numeric scoring.

Training Methodology

Very practical, interactive, seminar with a high level of delegate participation. There will be illustrative DVD examples and throughout the program group work. All of the training will carried out in a relaxed supportive atmosphere.

Organisational Impact

Recruitment is a critical management tool and nowdays requires a very high level of skill and ability, organizations sending delegates on this program can expect:

Maximise time, effort and costs and effectiveness of the recruitment procedure
Utilize existing information to construct high quality interview questions that are score able
Use a new process that will reduce the possibility of litigation
Be able to use the new behavioural system as an effective tool to aid recruitment
Have up to date knowledge of the latest testing approaches and tools
Be able to know which personality profilers work and more importantly - those that don’t.

Personal Impact

You will assess your own understanding and experience in recruitment and selection
You will know the nine stages in a successful recruitment
You will get to practice the skills required during the interview process - many of which apply to development and succession planning
You will develop personal action plans for improvement - particularly the balanced score method and the new behavioural questioning system
You will have carried out an interview using the technique gathered
You will be able to use techniques to discover when documents are falsified or when the candidate is not telling the truth.

SEMINAR OUTLINE

DAY 1 : Where Are We Now - Current Skills and Knowledge Vs New

Why interviews are often so ineffective
Examining your current skill levels - Knowledge - exercise
Examining your current - skills - exercise
Interviewing first practice
Interviewing - observing others
Interviewing - What its like being interviewed
The Myths about interviewing - pre 2008 opinions
Completing your personality profiler

DAY 2 : The New Process of Interviewing - New Approach, New Results

The new recruitment/interview model explained
Why we need a change
Review and discussion
STEP 1: Jobs descriptions and terms of reference their role in the process
Putting the criteria behavioural map together - what is criteria?
STEP 2: Practice exercise gathering criteria information for future use - creating the job advert
Practice exercise -putting steps 1 & 2 into action
STEP 3: New approach to shortlisting – how to save lots of time

DAY 3 : Testing, Personality Profiling and Assessment Centres

STEP 4: Testing – the three groups of testing - why do we need testing?
Psychometric Test Vs Occupational tests - latest advancements
Design and use of local ability test - practical example - group exercise
Other testing you may want to consider - examples
STEP 5: Personality profiling - advances in profiling - from “Type” profile to occupational profiles
Personality profiling - what we use it for - what results you can expect
Profile example and exercise - your own profiles

DAY 4 : Questioning Techniques and Observing Body Language

STEP 6: The new approach to interview questions
Sign posting - advantages for the interviewer and interviewee
The construction and use of knowledge based questions - demonstration and practice
The purpose and use of probing questions
Starting the interview correctly - practice in groups
How many people on the interview panel to make questioning meaningful?
STEP 7: design and layout of the interview room
STEP 8 How to use body language - practical examples and demonstrations

DAY 5 : Putting Interviewing Skill into Practice

Review of learning to date
Practicing introductions - group team exercise
The real cost of bad interviewing
Practical interview - Interview 1
Practical Interview - Interview 2
Practical interview - Interview 3
Making the final selections and necessary professional actions
Program review - updating skill and knowledge sheets

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