Interviewing for Selection offers leaders behavioral interviewing skills that have been proven to dramatically enhance an organization’s employee selection process.

OFFERING DETAILS

Managing Conflict is a practical, one – day, facilitator–led leadership effectiveness program. It is designed to give organizations a sustainable competitive advantage through a more effective approach to efficiently manage conflict and resolve unproductive conflict as needed before it interferes with work and personal relationships.

Interviewing for Selection is a practical, one-day, facilitator–led leadership effectiveness program. It is designed to give organization a sustainable competitive advantage through a more effective process for selecting new employees and promoting current employees. The program shows managers and team leaders how to better prepare for and conduct behavioural interviews, as well as how to evaluate the responses of candidates during the interview.

Interviewing for Selection covers the most critical components of selection interviews: formulating appropriate interview questions, considering the legal issues, conducting the face to face interview, and evaluating responses. It offers skill practices as well as application exercises featuring how – to video footage, so participants can apply their newly acquired skills in a controlled yet true – to – life business atmosphere.

Interviewing for Selection features highly integrated learning activities:

• “The Predictive Power of Behavioral Interviews” set the context for the program, describing a variety of approaches for predicting candidate’s future on – the – job performance and presenting the value of a behavioral approach.
• “The Behavioral Interviewing Process” presents key principles and processes of behavioural interviewing, as well as the benefits to both the interviewer and the interviewee. Participants learn how to analyze a job role and determine critical knowledge, skills, and abilities (KSAs) for the role. Then they link those KSAs to related work behaviours, create questions to assess these behaviours, and determine what constitutes high – and low – quality response to these questions.
• “Conduct the Interview” explores how to gather pertinent performance data, open and close a selection interview, take notes, and ask appropriate questions. It also examines how to apply strong questioning and listening skills.
• “Summarize and Select” discusses how to evaluate a candidate’s responses and rate those responses against the desired behaviours for the position.