In this programme, participants will learn how to effectively and efficiently conduct an interview. Participants will learn the importance of scrutinizing resumes’, evaluating candidates and choosing among them objectively. Participants will be given a step-by-step guidance in interviewing candidates. This programme will also train participants in conducting behavioral interviews.
- Display good communication patterns when conducting interviews
- Cultivate good communication behavior
- Interpret a candidate’s nonverbal behavior
- Use active listening, verbal devices, and nonverbal behavior techniques to facilitate the interview process
- Manage their bias throughout the interview process
- Manage the different types of personality of candidates
- Evaluate, score and rank candidates and then document the hiring decision
This training is filled with useful and applicable content. Participants will be encouraged to participate for experiential learning to take place. Role-play, debriefing techniques and Q & A sessions will be used for interactive sessions. All skills learned at the programme are transferable.
Module 1: Identifying What The Company Wants
Identify what they want from the employee and what they want the employee to do in the job.
- Job evaluation
- Job description
- Determine the required outputs and performance success factors for the job.
Module 2: Determining The Characteristics and Traits of The Individual Who Will Succeed In The Job Vacant.
- Determine the characteristics and traits of the individual whom they believe will succeed in the vacant job.
- List down the characteristics and traits required for the job
- Narrow the list to your key behavioral traits for the job.
Module 3: Traditional Interview vs. Behavioural Interview
- Differentiate the techniques used in a traditional interview vis-à-vis a behavioural interview.
- Make a list of questions, both behavioral and traditional, to ask each candidate during the behavioral interview.
- Drawing up a structured list ( a structured list makes candidate selection more defensible and allows you to make comparisons between the various answers and approaches of your interviewees).
Module 4: Reviewing Resumes’ and Cover Letters
- Match the characteristics and traits of the candidates with their resumes’ and cover letters.
- Phone screen candidates and their qualifications.
- Schedule interviews with the candidates who most appear to have the behavioral characteristics, along with the skills, experience, education, and the other factors you would normally screen for in your resume review.
Module 5: Behavioural Interview Questions
- Draft and use behavioural interview questions when conducting interviews.
- Draft structured behavioral interview questions.
- Purpose of structured interview questions.
- Practice using behavioural questions.
Module 6: Questioning, Listening and Observing
- Ask questions without impeding the flow of the interview and the of information from the candidate
- Demonstrate listening skills
- Observe and interpret behavior
- Listening skills
- Questioning skills
- Observation skills
Module 7: Managing The Interviewee
- Manage different personality of interviewees.
- Techniques to handle a nervous candidate.
- Techniques to handle an uncommunicative candidate.
- Techniques to handle a talkative candidate.
- Techniques to handle a glib candidate.
- Techniques to handle a technical expert candidate
- Interpret a candidate's nonverbal behavior.
Module 8: Managing Walk-In Candidates
- Effectively and efficiently use the time available for walk-in interviews.
- Conduct interviews while making the candidates feel at ease.
- Determine the characteristics and traits to look for in walk-in candidates.
- Crafting and selecting relevant structured questions and relevant behavioral questions.
- Time constraint in walk-in-interviews
- Helping candidates to feel at ease during walk-in interviews
- Knowing what you are looking for?
- First Come, First Served Basis
- Determining how much time to spend with each candidates
- Structured interview
- Selecting structured questions to ask vis-à-vis behavioral questions
- Selecting candidates for 2nd interview
Module 9. Putting It All Together