Interview & Selection - Getting it Right (5575)

Overview

Interviewing is far too important, and far too expensive a management responsibility, to be left to chance.  Interview skills, like many other management skills, are not acquired automatically – there are real benefits from professional training.

We’ve all experienced poor interview techniques, enough to know that there must be a better way – there is!

A properly planned and executed interview, controlled by an experienced interviewer, will not only find the right person for the job, the professionalism will impress all who take part. It is a wonderful opportunity to promote your organisation - even those candidates who are unsuccessful will recognise that they have been treated professionally, fairly and sympathetically.

In the right hands an interview does not have to be the stressful, gruelling ordeal that we have all experienced.  While it is unlikely that we can make it something to look forward to, for most people it can become a positive, constructive experience that we can learn from and which, whatever the outcome, will aid us in our professional life.

Aims and Objectives

Following the workshop delegates will

• understand what makes a good interview
• be ready to put new skills into practice
• be able to define the different interviews and outcomes
• be able to get beyond the CV
• understand how to compare the CV with the candidate
• be able to compare candidates and eliminate
• know how to promote their organisation by the way they interview
• be able to use the Appraisal Interview to reinforce or change behaviour
• be able to use the Appraisal Interview to motivate
• understand the techniques of coaching
• have a good knowledge of Disciplinary Procedures

Who Should Attend?

All team leaders, managers and directors who have responsibility for the selection, interview, appraisal and discipline of staff.

Content

The workshop will cover:

Definition of Interviewing - formal, focused, balanced, consistent

• The main categories – Selection, Appraisal, Coaching, Disciplinary – describe and discuss the main differences, methods and outcomes

Selection – why interview?

• Alternatives
• The 7 main requirements of this interview

How would you sell your organisation to a prospective interviewee?

Golden Rules

• Selection Process flowchart – discuss
• Three other methods of recruiting
• Cardinal Rule before you even begin
• How to write the job description
• How to write the person specification
• Discuss the difference between them
• Where to look for candidates
• How to choose and manage an agency – make them do the work!  
• How to write an advertisement
• How will you handle the response
• Samples of alpha/numerical tests
• Psychometrics – examples and discussion on their use – positives and negatives
• Basic questions to ask

Interview Structure

• Place
• Documents
• Interviewers
• Welcome
• Interview

Appraisal

• Full discussion of delegates views, experience and objectives
• Why appraise?
• Process and structure
• Appraisal as a motivational tool
• 7 Deadly Sins of Appraisal
• How to conduct a motivating, useful and stimulating Appraisal

Disciplinary

• Discussion of the principles and requirements of a disciplinary interview
• What does your own organisation require?

Final Analysis

• Which items will be particularly useful to you?
• What will you change?

Workshop Style

This training course is delivered in a workshop style. It is highly participative with a blend of presentation, group exercises and debate.  A comprehensive delegate pack is included. .

Numbers

To ensure effective levels of delegate participation, involvement and interaction, delegate numbers are restricted.  This workshop is suitable for groups of 2 to 20 delegates.

Certification

Formal CPD certificates are provided after the event in a form which is acceptable as CPD evidence to many professional bodies and institutions.

Facilitator

The facilitator for this workshop is a highly experienced trainer with in-depth subject knowledge.