Target Audience
Directors, HR Managers, Head of Departments and Recruitment Officers. Programme Standards
- Maximum 6 attendees - 30 days of one to one support - Handouts - Programme director/s with at least a Masters Degree in the subject - Convenient morning timings or in-house at any time for a minimum of two bookings - Can be configured to address a number of professions and industry sectors Price
EUR248 ex VAT per participant. |
External Interviewing Skills Workshop
By addressing these key topics, managers can enhance their interviewing skills, conduct more effective and structured interviews, and ultimately make more informed hiring decisions to attract and retain top talent for their organizations. Topics Covered
1. Interview Preparation and Planning: - Developing job descriptions and candidate profiles to clarify the role's requirements and expectations. - Creating structured interview frameworks, including a combination of behavioral, situational, and competency-based questions. - Understanding legal and ethical considerations in the interviewing process, including equal employment opportunity (EEO) laws and anti-discrimination regulations. - Establishing interview panels and coordinating schedules to ensure efficient and organized interview processes. 2. Effective Interview Techniques: - Active listening skills to engage candidates and gather relevant information about their qualifications, experiences, and suitability for the role. - Probing and follow-up questioning to elicit detailed responses and assess candidates' problem-solving abilities, decision-making skills, and cultural fit. - Building rapport and establishing a positive rapport with candidates to create a comfortable and open interview environment. - Using behavioral interviewing techniques to evaluate candidates' past behaviors and performance as indicators of future success. 3. Assessment and Evaluation Criteria: - Defining evaluation criteria and benchmarks to objectively assess candidates' skills, competencies, and potential fit within the organization. - Developing rating scales or scoring systems to quantify candidates' performance during interviews and facilitate comparison across candidates. - Analyzing candidate responses and behaviors against predefined criteria to make informed hiring decisions. - Incorporating feedback from multiple interviewers and stakeholders to ensure a comprehensive assessment of candidates' suitability for the role. 4. Candidate Experience and Closing the Interview: - Providing clear and accurate information about the job role, company culture, and expectations to candidates throughout the interview process. - Addressing candidates' questions, concerns, and expectations regarding the role, organization, and next steps in the recruitment process. - Concluding the interview with a positive note and expressing appreciation for candidates' time and participation. - Outlining the next steps in the hiring process, including follow-up communication timelines and any additional assessments or interviews. |