Overview:
Have you ever been completely blind-sighted by a job candidate? In the interview he seemed perfect; once hired, he was a disaster. In this program, Judi addresses both the art & science of effective behavioral interviewing. You'll learn how to prepare for an interview & ask behavior-based questions that enable you to determine the candidate's abilities based on their past performance. You'll learn how to resist the allure of the flashy job candidate who looks and sounds good in the interview, but turns out to deliver much less on the job. You'll learn how to avoid the mistake of dismissing quiet candidates just because they don't may a great first impression. You'll learn how to work with a panel of raters to come up with an objective measurement tool that uses past behavior as the best predictor of future workplace performance.
Why Should You Attend: To prepare, conduct, and evaluate behavioral interviews when hiring or promoting employees; to eliminate subjective hiring decisions and increase effectiveness and validity in the selection process while following legal guidelines.
Areas Covered in the Session:
Differentiate behavioral interviewing from standard interviewing
Utilize a variety of interviewing formats
Define selection criteria
Write behavioral questions based on selection criteria
Prepare an interview room
Facilitate a behavioral interview
Ask behavior-based questions
Ask spin-off questions
Take effective interview notes
Avoid interviewer traps
Close the interview on the right note
Utilize non-discriminatory evaluation tools
Have you ever been completely blind-sighted by a job candidate? In the interview he seemed perfect; once hired, he was a disaster. In this program, Judi addresses both the art & science of effective behavioral interviewing. You'll learn how to prepare for an interview & ask behavior-based questions that enable you to determine the candidate's abilities based on their past performance. You'll learn how to resist the allure of the flashy job candidate who looks and sounds good in the interview, but turns out to deliver much less on the job. You'll learn how to avoid the mistake of dismissing quiet candidates just because they don't may a great first impression. You'll learn how to work with a panel of raters to come up with an objective measurement tool that uses past behavior as the best predictor of future workplace performance.
Why Should You Attend: To prepare, conduct, and evaluate behavioral interviews when hiring or promoting employees; to eliminate subjective hiring decisions and increase effectiveness and validity in the selection process while following legal guidelines.
Areas Covered in the Session:
Differentiate behavioral interviewing from standard interviewing
Utilize a variety of interviewing formats
Define selection criteria
Write behavioral questions based on selection criteria
Prepare an interview room
Facilitate a behavioral interview
Ask behavior-based questions
Ask spin-off questions
Take effective interview notes
Avoid interviewer traps
Close the interview on the right note
Utilize non-discriminatory evaluation tools
Speakers
Judi Clements,
Who Should Attend
- Managers
- Supervisors
- Leaders
- Human Resource Professionals
- Shift Leaders
- Sales & Marketing Professionals
- Customer Service Professionals
- Executives
- Development Directors
- Board Members
- Office Managers
- Volunteers
- Coordina
