- Analyze the basic responsibilities of the position
- Determine the manager′s performance expectations regarding the pre–determined responsibilities
- Pinpoint the skills, knowledge, experience, attributes, and competencies needed to meet those performance expectations
- Generate appropriate questions which, when answered, will provide solid evidence of a candidate′s qualification
- Design and use a structured format–the Master Match Matix–that will support an effective interview evaluation process.
Cost of Turnover.
Interviewing by Objectives and Usingthe Master Match Matrix.
Victimization of the Untrained Interviewer.
Four Criteria Traditionally Used for Selection.
Puzzle Questions Versus Behavioral Questions.
Exercise 1:Reworking Puzzle and Behavioral Questions.
The Fifth Criterion:Selection by Objectives.
Performance Expectations Worksheet.
Competencies Required Worksheet.
The Screening Process.
The Master Match Matrix Forms and Instructions.
Exercise 2:Question Generation.
Pre–Planning the Interview (Two–Day Format Only).
Know Your Biases.
Know Your Company.
Know the Purposes and Pitfalls of the Interview Process.
Know What the Candidate Might Want to Know.
How to Guarantee Superior Recruitment Assistancefrom HR or an Employment Agency.
Job Description Form.
Tools for Interviewing.
Use of Cliches.
Body Language Cues.
Opening and Closing the Interview.
Exercise 3:Recognizing Types of Questions.
Exercise 4:Tools and Techniques.
Exercise 5:Reading Body Language.
Exercise 6:Listening for Substance.
Advanced Questioning Challenges(Two–Day Format Only).
Getting the Shy Candidate to Speak.
Making Questions More Productive.
Making the Interview More Conversational.
Responding to Evasion Tactics.
Exercise 7:Rescuing Dumb Questions.
Exercise 8:Responding to Evasion Strategies.
Advanced Interviewing Strategies(Two–Day Format Only).
Record Keeping and Related Paperwork.
Rapid Screening Technique.
Round Robin and Team Interviews.
Interviewing by Telephone.
Preparation for Role Play.
Master Match Matrix.
Legal Restrictions and Related Issues.
Legally Restricted Topics.
Questions One Cannot Ask During an Interview.
Checking and Giving References.
Exercise 9:Legality Issues.
Questioning Strategy for Role–Play Activities.
People Reading and Personality Fit.
Analyzing the Work Environment.
Background of People Reading .
Three Motivational Types.
Exercise 10:People Reading.
Common Errors in Conducting the Interview.
Answers to the Exercises.
Interview Questions Listed by Competency Desired.