Strategic Interviewing & Selection: Getting the Right Talent on Your Team
View: 230
Website https://bit.ly/2J6ja61 |
Edit Freely
Category Recruitment and Selection Strategies; Recruitment plan for hiring; Strategic Interviewing & Selection
Deadline: June 28, 2018 | Date: June 28, 2018
Venue/Country: Training Doyens 26468 E Walker Dr,Aurora, Colora, U.S.A
Updated: 2018-05-26 18:35:15 (GMT+9)
Call For Papers - CFP
OVERVIEWThe 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’sspecifications. 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 there. WHY SHOULD YOU ATTENDJust 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• Defining an Employment Interviewo Five key components of an interviewo Common errors made by interviewerso A three-step interviewing process• Pre-Interview Preparationo Five types of job criteriao Questions to answer in identifying your job criteriao Reasons for reviewing the application & resume in advance of an interviewo Seven areas to review on applications & resumeso Planning questions before the interviewo Typical job criteria for service-providing positionso How to use job criteria 'kick out' factors during phone interviews• Creating the Proper Atmosphereo Characteristics of the proper interview atmosphereo A check list to determine if an interviewer is ready for an interview• Structuring Effective Questionso Characteristics of the proper interview format o The differences between productive vs. destructive interviewer interruptionso The objective of any interviewo Five types of useful interview questions - with exampleso Tips for conducting a team or panel interview• The Behavioral Interviewo The definition of a behavioral-based interview questiono An overview of a behavioral interviewo Sample behavior-based questionso How to seek candidate behaviors vs. traitso A typical behavioral interview sequenceo Tips for taking interview noteso Closing the interview with candidates that you want to reject, possibly pursue or pursue; respectivelyo How to handle three types of difficult interview situations• The Total Interview Formato Using ice breaker/rapport building statements & questionso Using transition questions to begin the formal interviewo Utilizing an overview/benefit statemento Questions to use in exploring work experienceo Questions to use in exploring educationo Questions to gain an applicant's self-assessmento Closing the interview• Strategic Recruitingo Research showing that many employees will be changing jobs in 2018o The types of candidate questions for which employers should be prepared to answer in 2018o What candidates will expect of companies during the recruiting, interviewing & selection processo The issues on which candidates are making their decisions o What candidates are looking for in a job - other than a paychecko Examples of what some brand companies are doing to improve their recruiting, interviewing & selection processesLEARNING OBJECTIVESFew 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. WHO WILL BENEFITHR Professionals New to the Field - seeking a comprehensive view of the subject with multiple initiatives & techniques they can apply immediatelyExperienced HR Professionals - seeking a refresherLine Managers - seeking a comprehensive view of the subject with multiple initiatives & techniques they can apply immediatelyFor more detail please click on this below link:https://goo.gl/yaXnp2Email: supporttrainingdoyens.comToll Free: +1-888-300-8494Tel: +1-720-996-1616Fax: +1-888-909-1882
Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.