COURSE OVERVIEW:
The candidate interview is a vital component of the hiring process. To hire the most qualified candidates, human resource professionals and hiring managers must be well informed on how to prepare and conduct interviews effectively.
With careful preparation, HR professionals and hiring managers can make the most of employment interviews and obtain the information they need. Preparatory steps include selecting a method of interviewing, drafting useful questions, phrasing questions properly and sharpening one's listening skills.
Interviewing is an important step in the employee selection process. If done effectively, the interview enables the employer to determine if an applicant's skills, experience and personality meet the job's requirements. It also helps the employer assess whether an applicant would likely fit in with the corporate culture. In addition, preparing for an interview can help clarify a position's responsibilities.
Moreover, to the extent that the interview process leads to the hiring of the most suitable candidate, it can help contain the organisation's long-term turnover costs. Applicants also benefit from an effective interview, as it enables them to determine if their employment needs and interests would likely be met.
In implementing an accurate and fair selection method, the employer can select from a variety of interviewing techniques. The choice depends on considerations such as the nature of the position being filled, the industry, the corporate culture and the type of information the employer seeks to gain from the applicant.
Interviewing techniques can be either structured or unstructured. Structured interviewing generally provides the interviewer with the information needed to make the hiring decision. It also can be crucial in defending against allegations of discrimination in hiring and selection, because all applicants are asked the same questions. In an unstructured interview, the interviewer does not have a strict agenda but rather allows the applicant to set the pace of the interview. Questions tend to be open-ended, which can enable the candidate to disclose more than he or she might if asked closed-ended questions requiring only a brief answer.
The first part of this course starts by examining why the interview is a useful tool, what you can expect to get from it, and how it should be used. And also looks at the common pitfalls that many interviewers encounter and how to avoid them. Then discusses how the modern structured approach to interviewing will help you get more objective, effective, and legally safer results. Then explains how to run the interview, stay in control of the process, while keeping the atmosphere relaxed and business-like.
The second part begins by examining best practice in panel interviews. Then explains how you can conduct an interview, get information quickly and effectively by telephone. Then explains how to make a good selection decision and pick the right candidate. Finally, explains how to make a job offer with a benefits package that will be attractive now and also motivating for some time to come.
LEARNING OUTCOMES:
By the end of this course, you will be able to understand:
- The importance of interview
- What type of interviewer are you?
- The overall place of interviews in selection
- The aims of the selection process and how interviewers can meet these aims?
- How to make sure you have structured interview training?
- What the basic training of interviewers should cover?
- Why you should not get distracted by candidates grooming, attractiveness, and ‘similar-to-me’ effects?
- How to make sure your view is not skewed by the ‘halo’ effect, the ‘contrast’ effect, or ‘first impression’ error?
- How to prepare to interview others ?
- How to choose a criterion and baseline?
- How to know what you are looking for?
- How to create a person specification?
- How to decide which selection tools to use?
- How to plan your situation-based questions or behaviour-based questions?
- How to design answer-rating records?
- How to review the process?
- Why you should be consistent in the way you treat all the candidates?
- How to conduct a one-to-one interview?
- How to put the candidate at ease during an interview?
- How to use your prepared question format?
- How to manage chatty or quiet candidates?
- The importance of taking notes during the interview
- How to be a part in a panel interview?
- How to avoid discrimination?
- How not to turn an interview into an interrogation?
- How to conduct a telephone interview?
- The advantages and disadvantages of telephone interviews
- How to plan a short, structured interview?
- What are some good telephone techniques?
- How to make a good selection decision?
- How to use your ‘scorecard’ for selection?
- The systematic seven-step model for selection decision
- Why create your ‘preferred’ and your ‘back-up’ list?
- Why always get in touch with those who didn’t make it?
- How to make a job offer?
- How to take up references?
- Why think about the ‘psychological contract’?
- How to make a job offer by phone?
- How to compose a written job offer?
COURSE DURATION:
The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.
COURSE REQUIREMENTS:
You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.
COURSE DELIVERY:
Purchase and download course content.
ASSESSMENT:
A simple 10-question true or false quiz with Unlimited Submission Attempts.
CERTIFICATION:
Upon course completion, you will receive a customised digital “Certificate of Completion”.