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Hiring

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 organization’s hiring practices, competencies, and value behaviors, which will allow for greater transfer of the skills when participants need to apply them in their 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 specific 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 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

After completing this course, participants will be able to:

  • Discuss the importance of hiring 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 interviewing questions.
  • Conduct an interview using behavior-based interviewing questions.
  • Recall legal do’s and don’ts when hiring.
  • Decide on the best candidate.

Duration

This course can be customized to meet an 8-hour agenda.

Course Outline

Below is the course outline with objectives and timing for an 8-hour agenda.

Section Timing in
Minutes
(Total Timing in
Minutes/Hours)
Welcome and Introduction 20 minutes (20 minutes)
Agenda and Objectives 15 minutes (35 minutes)
Cost of Turnover 15 minutes (50 minutes)
The Selection Process 10 minutes (1 hour)
Four-Step Interviewing Process 5 minutes (1 hour and 5 minutes)
Step 1: Assess the Job Requirements 15 minutes (1 hour and 20 minutes)
Break 15 minutes (1 hour and 35 minutes)
Activity: Assess the Job Requirements 20 minutes (1 hour and 55 minutes)
Review the Resume 10 minutes (2 hours and 5 minutes)
Step 2: Build the Interview Questions 5 minutes (2 hours and 10 minutes)
Traditional Questions 5 minutes (2 hours and 15 minutes)
Situational Questions 5 minutes (2 hours and 20 minutes)
Behavior-based Questions 15 minutes (2 hours and 35 minutes)
Activity: Types of Questions 15 minutes (2 hours and 50 minutes)
Activity: Build Behavior-based Questions to Assess Candidate Fit 20 minutes (3 hours and 10 minutes)
Activity: High-Performance Description Guide 5 minutes (3 hours and 15 minutes)
Situational Question vs. Behavior-based Question 10 minutes (3 hours and 25 minutes)
Lunch 1 hour (4 hours and 25 minutes)
Optional: Video—More Than a Gut Feeling III 45 minutes (5 hours and 10 minutes)
Step 3: Conduct the Interview 10 minutes (5 hours and 20 minutes)
Build Rapport with the Candidate 5 minutes (5 hours and 25 minutes)
Ask Follow-up or Probing Questions 5 minutes (5 hours and 30 minutes)
Role Play—Demonstrate Follow-up or Probing Questions 10 minutes (5 hours and 40 minutes)
Take Detailed Notes 5 minutes (5 hours and 45 minutes)
Effective and Ineffective Note-Taking 5 minutes (5 hours and 50 minutes)
Activity: Take Detailed Notes 15 minutes (6 hours and 5 minutes)
Activity: Legal and Illegal Questions 20 minutes (6 hours and 25 minutes)
Avoid Discrimination during Interviews 5 minutes (6 hours and 30 minutes)
Avoid Interviewing Errors 5 minutes (6 hours and 35 minutes)
Break 15 minutes (6 hours and 50 minutes)
Interpret Behavior 10 minutes (7 hours)
Close the Interview 10 minutes (7 hours and 10 minutes)
Putting It All into Practice 1 hour (8 hours and 10 minutes)
Step 4: Decide on the Best Candidate 10 minutes (8 hours and 20 minutes)
Interview Summary Sheet 15 minutes (8 hours and 35 minutes)
Action Planning and Evaluation 10 minutes (8 hours and 45 minutes)

Course Outlines

Dive in and learn more by clicking the topic.
  • Accountability
  • Be a THINKing Partner
  • Career Development
  • Communicate with Clarity
  • Conflict Management
  • Delegation
  • Emotional Intelligence
  • Feedback
  • Hiring
  • Personal Leadership & Influence
  • Leading Meetings
  • Mentoring
  • Performance Management
  • Quarterly Conversations
  • Presentation Skills
  • Problem Solving
  • Stress Management
  • Time Management
Download Catalogue (PDF)

App Learning

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