Does your hiring process consist of proven practices or just a hodgepodge of activities that get into gear when someone says, “I need more people” or “Sally has left, and we need someone to take her place NOW?” The effectiveness of your interviewing process impacts the effectiveness of the organization.  A new hire that does not fit the position will be difficult to develop, will perform poorly, and more likely leave resulting in the need to repeat the process. Accordingly, the goal of interviews is to identify and select a candidate whose skill sets, and behaviors match that which are needed for a particular role and whose personality, interests, and values match the culture and mission of the organization. 

To elicit such information, a behavioral interviewer first identifies the skills or competencies necessary for a particular position (for example, decision making, persuasion skills, and problem-solving ability) and then use a series of probing questions to reveal whether candidates actually possess those qualities. In addition, this webinar will help you learn how to discover the candidate’s emotional intelligence: their ability to identify emotions within themselves and others along with controlling and adequately managing emotions. These skills have become essential for that valued talent who needs to work well with fellow employees and/or interacting with customers, suppliers, and others.

Join us for a webinar by expert speaker Marcia to find the ideal candidate, human resource professionals and hiring managers must be well informed on how to conduct interviews effectively. Only when interviewing is approached as a specific process with definable steps and measurable results can it be managed to ensure the hiring of quality people.

Objectives:-

The focus of this webinar is to help companies maximize their recruitment efforts as well as helps managers and recruiters enhance their interviewing effectiveness. The objectives are:

• Identify and answer six essential questions before developing a reality-based position profile.
• Determine the skills, traits, and experiences including emotional intelligence required for the position. 
• Create behavioral interview questions and probes that go beyond the resume to assess a candidate’s capabilities. 
• Prepare an interviewing guide with key questions and tips to ensure hiring the right person for the position. 
• Ask the right questions to get applicants to speak openly while avoiding inappropriate and illegal questions.
• Develop selection criteria and a rating system to ensure that your organization will not hire round pegs to fit into square holes.
• Make the interview count by avoiding the 5 top mistakes that hiring managers and recruiters make – even experienced ones.

Highlights:-

• The top 5 mistakes made by interviews and how to avoid them.
• The different kinds of interviews: Hiring manager, panel, multiple stakeholders.
• The definition of behavioral interviewing and its five advantages.
• Distinguish between two types of behavioral questions (lead and probe) 
• Examples of lead questions that focus on the candidate’s qualifications and experience. 
• Example of probe questions to zero in on specific skills and specific situations.
• How to use a rating scale to evaluate each candidate’s fit for the position
• How to utilize a 7-step decision matrix to make a good hiring decision that is based on facts not just feel.

Who Should Attend?

• Recruiters
• Hiring Managers and Supervisors
• VP of Human Resources
• Human Resource Directors & Managers
• Human Resource Professionals & Associates
• Chief Learning Officer
• Others who want to enhance their interviewing skills.