Objective: To address one of the most difficult and challenging situations many people have; knowing how to select the right candidate for the right position.
Anticipated Outcome/Benefits: Participants will learn how to identify the skills needed for any position, learn a questioning approach which will help you determine a candidate’s abilities based on past performance, understand key steps to take in each phase of the interviewing cycle, understand how to conduct a fair and legal interview, practice using an effective behavioral interviewing process.
Overview: The skill of the interviewer dramatically impacts the organization’s ability to attract the most qualified candidate to a job position. By selecting the right candidate, an organization can increase the likelihood of higher job satisfaction and reduce turnover rates.
A behavioral interview is a series of open-ended questions that help the interviewer obtain a good picture of a person’s capabilities. Good interviewing skills involve directing candidates to focus on past situations where a specific competency would have been demonstrated. To be sure that an individual has the capabilities needed to perform a job, you need some degree of proof that they have demonstrated these capabilities in the past. A behavioral interview allows the interviewer to gather evidence for the critical skills and behavior required in the job.
There is an Online Self-Paced version of this course available as part of a blended learning solution with twelve month student access. Use the online course as pre-work or as the all-important post-course reinforcement. Review the online course here.
Course Outline
A. Introduction
Agenda and Overview of the Session
B. Ice-Breaker Exercise
The impact of making assumptions, especially when interviewing
C. Optional Video: “More Than a Gut Feeling 2”
Complete notes in workbook during video
D. Key Points Learned
E. About Behavioral Interviews
Behavioral Questions
Probes (the situation, the behavior, the outcome)
Sample behavioral questions
F. Written Exercise
Participants create one new behavioral question, complete with probes
G. Define the Ideal Candidate
Discuss difference in technical skills and performance skills
Describe behavioral indicators
Pairs exercise
H. Creation of Behavioral Questions
Pairs exercise to create six behavioral questions with behavioral indicators
I. Conducting the Interview
Action Steps for Conducting the Interview
J. Small Group Exercise
Three groups to each discuss one topic below. Report what is involved
Group A: Set the tone, review resume
Group B: Ask questions, provide position information
Group C: Realistic job preview, closing
K. Evaluating the Information After the Interview
Schedule time right after interview to evaluate candidate
L. Role Plays
Practice conducting an interview in pairs. Emphasize behavioral questions
Switch roles
M. Legalities
What you Can and Can’t Ask in an Interview
N. Summary
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Published by CRK Interactive, Inc.
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