HR Training 2019 - Strategic Interviewing & Selection: Getting the Right Talent on Your Team

Overview
Few managers would disagree with the idea that their Recruiting, Interviewing and Selection process significantly impacts all aspects of their organization's performance - including its profitability. Organizations need quality candidates and managers need to know how to identify those candidates who have the competencies that meet the job requirements.
This webinar will provide the participants with the skills and a practical, proven step-by-step approach to the interviewing process that participants can utilize themselves and/or introduce to their organizations.
The effectiveness of the Recruiting, Interviewing and Selection process can be no greater than the quality of the interviews themselves. Interviewers need to know how to follow a proven methodology for obtaining relevant information from applicants and properly assessing it. Interviewers need to know what to look for and how to gain that information. The objective of an interview is to identify candidates who can and will effectively perform the job - while fitting into the organization.
Some experts say that "the typical interview - conducted by an untrained interviewer - is often no better than chance at predicting how an applicant will perform on the job. Too frequently interviewers follow one of the following interviewing approaches Eyeball Interview: 'I knew the minute I saw her she couldn't handle the job'
Friendly Chat: 'A pleasant experience talking about sports, the weather, mutual acquaintances, etc.'
Random Interview: 'Asking a random series of questions with no job specifications in mind'
Since a human tendency is to like applicants who are like us, a very important step for interviewers is having a thorough understanding of the position’s specifications. As obvious as this seems, some interviewers fail to take the time to identify the specific job criteria needed to be successful in the vacancy. But if we don’t know where we are going, any road will get us.
Why should you Attend
Just as an organization's success is significantly influenced by the people it employs, a manager's success is largely dependent on the performance of his/her team. Being able to effectively interview and select team members is a critical skill for any manager. And the further a manager's career progresses the greater the need for this skill. So, lacking effective interviewing skills can severely limit a manager's career advancement.
There is an assumption that because a person has the title of manager he/she knows how to conduct effective interviews and make appropriate hiring decisions. However, many managers learn to interview by trial and error - they have not been afforded the opportunity to learn a proven, step-by-step interviewing and selection process.
Additionally, the cost of making a poor hiring decision is significant in terms of lost productivity, quality, customer satisfaction - not to mention the costs associated with termination, possibly legal ramifications and then having to recruit and train a replacement. Making a poor hiring decision results in the loss of a significant investment both in time and money.
To fully appreciate the value of interview training it's helpful to consider the 'performance differential.' This is the fact that a good hire will satisfy the needs of the position but a great hire will substantially increase the organization's performance. For example, the average Google employee contributes $1 million in company revenue. But an outstanding performer can generate $300 million in revenue.
Areas Covered in the Session
Defining an Employment Interview
Five key components of an interview
Common errors made by interviewers
A three-step interviewing process
Pre-Interview Preparation
Five types of job criteria
Questions to answer in identifying your job criteria
Reasons for reviewing the application & resume in advance of an interview
Seven areas to review on applications & resumes
Planning questions before the interview
Typical job criteria for service-providing positions
How to use job criteria 'kick out' factors during phone interviews
Creating the Proper Atmosphere
Characteristics of the proper interview atmosphere
A check list to determine if an interviewer is ready for an interview
Structuring Effective Questions
Characteristics of the proper interview format
The differences between productive vs. destructive interviewer interruptions
The objective of any interview
Five types of useful interview questions - with examples
Tips for conducting a team or panel interview
The Behavioral Interview
The definition of a behavioral-based interview question
An overview of a behavioral interview
Sample behavior-based questions
How to seek candidate behaviors vs. traits
A typical behavioral interview sequence
Tips for taking interview notes
Closing the interview with candidates that you want to reject, possibly pursue or pursue; respectively
How to handle three types of difficult interview situations
The Total Interview Format
Using ice breaker/rapport building statements & questions
Using transition questions to begin the formal interview
Utilizing an overview/benefit statement
Questions to use in exploring work experience
Questions to use in exploring education
Questions to gain an applicant's self assessment
Closing the interview
Strategic Recruiting
Research showing that many employees will be changing jobs in 2018
The types of candidate questions for which employers should be prepared to answer in 2018
What candidates will expect of companies during the recruiting, interviewing & selection process
The issues on which candidates are making their decisions
What candidates are looking for in a job - other than a paycheck
Examples of what some brand companies are doing to improve their recruiting, interviewing & selection
Who Will Benefit
HR Professionals New to the Field - seeking a comprehensive view of the subject with multiple initiatives & techniques they can apply immediately
Experienced HR Professionals - seeking a refresher
Line Managers: - seeking a comprehensive view of the subject with multiple initiatives & techniques they can
Speaker Profile
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines
Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc. Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc.
Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc. Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer Touch Points, etc. The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac to
Align corporate organizational structures with their strategic initiatives - while insuring value creation for their customer bases Ascertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors Develop and implement customer loyalty enhancement processes - based on specific customer feedback - that delivered sustainable advantages in the marketplace
Implement performance management programs, executive coaching, compensation systems and other HR processes to strategically direct and reward desired employee behavior Prior to founding his own firm 25 years ago, Pete had 15 years of experience -at the plant, divisional and corporate levels - in Human Resource and Quality functions. Pete held leadership positions - to include the V.P. of Human Resources and Quality - with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.
Pete also frequently develops and facilitates a variety of leadership development programs including: Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University
Event link: https://www.traininng.com/webinar/-201089live?chan...
Contact Info
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