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Selecting the Best Candidate: Behavioural Interviewing (BI) Techniques for Managers
Hiring smarter builds staff cohesiveness and productivity. Managers can now use Behavioural Competencies to make the right choices at all job levels
The Essential Hiring Course for Managers Who Need to Find the Right People to Compete and Grow. Master Powerful BI Interviewing and Selection Techniques:
- Learn Behavioral Interviewing strategy, principles, and history
- Reduce your interviewing times and avoid costly hiring mistakes
- Create powerful interviewing teams with Managers and Directors to screen quickly and efficiently
- Ask the right competency questions and properly measure the candidate's responses
- Use Take Home Assessment Tools on your next interview
About This Seminar
Staff resources are limited everywhere, so selecting the right individuals to join your organization, or rise within it, is critical for every manager or director.
If you interview and screen candidates as part of your job mandate, SEEC’s Behavioural Interviewing workshop will be one of the most valuable programs you will ever participate in. You will save interviewing time, improve your questioning techniques and consistently hire the best candidates for new positions and internal promotions.
Using competency-based interviewing techniques will give your company a strategic focus by allowing hiring managers to integrate job-specific, future-oriented competencies into their interviews. This workshop teaches you how to identify characteristics that differentiate outstanding performers in a given job, and build those competencies into your hiring and selection process. Learn how to select the best candidate for ALL types of job positions.
How the Workshop Works
This workshop takes you through, step-by-step, how the build a customized Behavioural Interview format and guide for each individual position. You also participate in live interviews as a means of applying your learning.
Selecting The Best Candidate also looks at psychometric assessments in conjunction with your competency-based interviewing, and reviews how to link these two factors together to help you make F.A.S.T. (fair, accurate, safe and timely) decisions.
Bonus Teaching Materials & Interview Simulation
How You Will Benefit
- Learn how to screen & hire the best candidates for any job posting
- Reduce staff turnover and costs of new hires
- Make more informed hiring recommendations & decisions
- Identify critical success competencies for specific roles
- Differentiate Behaviour Interviewing from other forms of interviewing
- Plan, structure and conduct behaviour focused interview
- Learn what questions to ask – and how to evaluate responses
- Master key probing techniques to reveal your candidate’s core competencies
- Improve your organization’s screening & selection processes and ROI
- Consistently identify and hire Top Talent!
- Complete an EEO Assessment for your company and learn how to interview consistent with Canadian Human Rights legislation
Program Content
- Choosing Right: The Cost of Hiring & Turnover
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Calculating the cost of hiring a specific employee
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Understanding the cost per hire to the cost of turnover
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What is the consequence to your organization
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Why Behavioural Interviews Help You Select the Best
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The difference between traditional and behavioural interviews
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Why behavioural interview are more accurate for pinpointing the ideal candidate
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Using the ‘employee brand’ as a part of the selection process
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The Foundation for Behavioural Interviewing: Defining Company-Specific & Role-Specific Behaviours
- Moving beyond ‘past behaviour predicts future behaviour’
- Defining ‘fit’ for an organization
- Differentiating between Job Description statements, Outcome statements and Behavioural statements
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Building Well Structured BI Interview Questions
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Where to use traditional fact finding questions
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How to use fact finding questions
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Creating open ended, well formulated behavioural questions
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Creating The Criteria for Selection
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Defining the skills, knowledge, behaviours, education and experiences necessary to build the interview questions
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When to use probing questions
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The Pros and Cons of the Different Interview Approaches
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Comparing Traditional, Experience, Opinion, Situational and Behavioural approaches to selection
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When to use these approaches
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Building A Structured Interview Process
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Defining the Manager’s and Director’s roles
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Starting the meeting: building rapport
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Setting the interview agenda
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To take or not to take notes – and how to do it
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Overcoming common obstacles presented by the candidate
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Closing / Selling the candidate on your company
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Using a Realistic Job Preview
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Assessing the Answers and Scoring Them
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Using an anchored scoring scale
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Practicing the scoring using the scale
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Video review & Tips to summarize the entire process
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Integrated Application of Your Learning
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Program Wrap-up
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Review of the participants learning points
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Address any lingering issues
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Set a method of follow up to ensure the application of the process has been successful
Who Should Attend
This workshop teaches an essential management skill for department managers, supervisors and directors who are frequently involved in hiring and screening job candidates. Managers consistently rate this workshop as delivering the single most important skill they have ever acquired.
Selecting The Best Candidate will help any organization, public, private and not for profit who cares about hiring the right person, for the right role at the right time. You will interview smarter and make consistently strong hiring decisions.
Instructor Profile
David Cohen, Ed.D.
- For over 23 years, David has been an international thought leader on behavioural competencies and their application to aspects of talent management. He is also a frequent speaker on values, corporate culture and leadership at programs around the globe.
- Having built a wealth of knowledge on behavioural competency implementation in organizations, David received the award for HR Leadership from the World HRD Congress meeting in Mumbai in February 2009.
- His first book, The Talent Edge, is focused on behavioural competencies and behavioural interviewing and will be given to participants as a permanent reference tool. His second book is entitled Inside the Box: Leading With Corporate Values to Drive Sustained Business Success.
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