Hiring Smart:
Behavioral
Interview Techniques
Print-on-demand, customizable soft skill training material.
Why write your
own human resource training program when we've done it for
you? Prewritten print-on-demand courseware saves you time and
money and helps you better prepare for classroom training with
well-researched and proven course materials that are fully
customizable.
 This
course comes with:
 Training
Workbook |
|
Instructor
Guide |
|
Activities
& Ice Breakers |
|
Pre-Assignment |
|
PowerPoint
Slides |
|
Course
Outline |
|
Promotional
Advertorial |
|
Recommended
Reading Lists |
|
|
You
also receive:
|
|
Unlimited reprinting rights |
|
|
|
Unlimited number of users |
|
|
|
Unlimited rights to customize and modify the course
contents to suit your needs. |
|
Questions?
Would you more information on this or any of our soft
skills training courses?
Call toll
free
1-800-730-7115. |
|
Hiring
Smart: Behavioral Interview Techniques
Behavioral
Interviews are a very reliable and
valid hiring tool. While we all may say
that past behavior is the best indicator of future behavior,
we don’t act as if we believe this when we are interviewing
candidates - often because we aren’t certain how to ask
questions that will tell us about past performance.
This Hire Smart workshop concentrates on behavioral interview preparation,
developing behavioral interview questions and their value, the
behavioral interview
techniques that get specific, behavior-based examples of
past performance, and the strategies that follow through on
this process. The course also includes sample behavioral interview questions,
helpful tips for resume screening, reference checking and interpreting
non-verbal communication.
What
participants will learn:
At the conclusion of this program, participants will be
expected to:
-
Have a process for
creating competency requirements for any given position
-
Understand why
behavioral interviews are two to five times more accurate than
traditional interviews.
-
Identify and apply
the principles of behavior interviews, and performance-based
selection methods.
-
Recognize the
pattern of behavioral questions and use this pattern to design
job-specific, behavioral, performance-based questions.
-
Enhance
professional interviewing skills with effective communication
strategies and behavioral interview techniques
-
Role play and
practice using behavioral interview skills
-
Develop a
defensible scoring and evaluation process
-
Complete the
process through testing and reference checking.
Workshop
Outline:
As facilitator,
you have the option of using a variety of training methods
for each workshop. This includes large group discussions,
individual work and reflection, small group discussions &
exercises, case studies and simulations for role play.
Customization will be based on your own needs or information
provided by your human resource department or the individual
department prior to the workshop. Materials are designed as
interactive workshops with a 40/60 split between
concept/theory and practical application of skills
discussed. Class size should be kept under 20, whenever
possible, so each participant will have the opportunity to
gain techniques for the types of situations they deal with
or expect to deal with.
 |
Introductions/Objectives/Agenda
|
|
|
Pre-assignment discussion
|
|
|
The
Importance of Hiring the Right People
|
| |
The cost of
hiring errors |
|
|
Why
Behavioral Interviewing?
|
| |
From the
applicant’s point of view
From a team leader/manager’s point of view
From a human resource perspective
What the research tells us about better interviewing |
|
|
Before the
Interview
|
| |
Gather the
Pieces for the Pattern: Conduct a Job Analysis
Recognize critical incidents
Identify competencies and performance dimensions
Develop job descriptions
Prepare neutral job applications |
|
|
Forming the
Interview Questions
|
| |
Identifying the
pattern
Writing the questions
Developing the response you are looking for |
|
|
Consistent
Resume Screening
|
| |
Defensible
Efficient |
|
|
Developing
an Interview Format
|
| |
Develop rapport
Structure the interview process
Gather predictive information
Sell your organization
Gain a commitment
Conclude the interview |
|
|
Ethical and
legal issues
|
|
|
Suggested
Reading List
|
|
