Course Outline - Interviewing – Selecting the Right Person for the Right Job

Interviewing – Selecting the Right Person for the Right Job

Course Description

Given today’s business realities, it is more important than ever for organizations to utilize their resources wisely. In any organization, selecting the right person for the right job is a challenge. When the challenge is met, turnover is low, morale and productivity are high, and great customer service is provided. This course is designed to provide information and skills to assess, build, and conduct high-quality selection interviews in order to decide on the right person for the right job.

Participants begin the course by discussing the impact of poor hiring decisions, including the cost of turnover. They then are introduced to a four-step interviewing process that consists of assessing the job requirements, building the interview questions, conducting the interview, and deciding on the right candidate. Throughout this process, participants will utilize their own organization’s hiring practices, competencies, and value behaviors, which will allow for greater transfer of the skills when the participant needs to apply them in their actual work environment.

The building of questions is a key skill that participants gain from this course. They explore different types of questions, from traditional to behavior-based, and learn which questions elicit different types of responses. Participants then learn to create behavior-based questions that are directly relevant to the job requirements. They also learn and practice how to ask important follow-up questions. Participants will be able to see these skills and behaviors demonstrated in a video titled “More Than a Gut Feeling.”

Participants then discuss what needs to happen during the actual interview, including the need to maintain a legal line of questioning. They also examine common interview errors and ways to avoid them. Finally, participants have a chance to practice their new skills by preparing and conducting a mock interview for a position that they may actually need to fill.

Objectives:

Recognize the importance of selecting the right candidate.
Calculate the cost of turnover.
Explain the organization’s hiring process.
Apply a four-step interviewing process.
Identify job competencies and value behaviors for an open position.
Create behavior-based interview questions.
Conduct an effective selection interview.
Decide on the best candidate.

Duration:

This course can be customized to meet a four- or eight-hour agenda.

Course Outline

Below is the course outline with objectives and timing.

Objective: Recognize the importance of selecting the right candidate.
• Welcome/Icebreaker		20 min	(20 min)
• Cost of turnover		15 min	(35 min)

Objective: Explain the organization´s hiring process
• Customize to include the organization’s hiring process		10 min	(45 min)

Objective:	Apply a four-step interviewing process. Identify job competencies and value behaviors for an open position.
• Review the interviewing process		10 min	(55 min)
• Step 1: Assess the job requirements		15 min	(1 hr, 10 min)
• Activity – Assess job requirements for actual position		20 min	(1 hr, 30 min)
• Break		15 min	(1 hr, 45 min)
• Review resume		10 min	(1 hr, 55 min)

Objective: Create behavior-based interview questions.
• Step 2: Build the interview questions		10 min	(2 hr, 5 min)
• Traditional/situational questions		20 min	(2 hr, 25 min)
• Behavior-based questions (including demo)		15 min	(2 hr, 40 min)
• Activity – Types of questions		15 min	(2 hr, 55 min)
• Build of behavior-based questions to assess candidate fit		20 min	(3 hr, 15 min)
• Video: More Than a Gut Feeling		45 min	(4 hr)
• Lunch		60 min	(5 hr)


Objectives: Conduct an effective selection interview.
• Step 3: Conduct the interview		10 min	(5 hr, 10 min)
• Follow-up/probing questions		10 min	(5 hr, 20 min)
• Activity – Behavior-based questions gone wrong		10 min	(5 hr, 30 min)
• Activity – Note-taking		15 min	(5 hr, 45 min)
• Lawful and unlawful questions		20 min	(6 hr, 5 min)
• Interviewing errors (including break)		35 min	(6 hr, 40 min)
• Activity – Putting it all into practice		60 min	(7 hr, 40 min)

Objective: Decide on the best candidate.
• Step 4: Decide on the best candidate/interview summary sheet		10 min	(7 hr, 50 min)
• Summary and action planning		10 min	(8 hr)

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