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
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;
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
#2: Pre-Interview Preparation
#3: Creating the Proper Atmosphere
#4: Structuring Effective Questions
#5: The Behavioral Interview
#6: The Total Interview Format
#7: Strategic Recruiting
This webinar will provide the participants with:
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;
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
#2: Pre-Interview Preparation
#3: Creating the Proper Atmosphere
#4: Structuring Effective Questions
#5: The Behavioral Interview
#6: The Total Interview Format
#7: Strategic Recruiting
This webinar will provide the participants with:
Pete Tosh
Pete Tosh is the Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:Implementing Strategic HR InitiativesMaximizing Leadership EffectivenessStrategic PlanningEnhancing Customer LoyaltyThe Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe, and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac Pete holds a B.A. degree in Psychology from Emory and Henry University and Masters degrees in both Business Administration and …
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