Enhance your Interview Skills

Find the best candidate

Created byAman Katna

Last updated 1/2022

English

English [Auto],

What you'll learn

WILL DEVELOP SHARP ANALYTICAL SKILLS TO FIND THE RIGHT CANDIDATE (get better at conducting interviews)
TEST THE CANDIDATE FOR SUBSTANCE (get better at conducting interviews)
SET UP RIGHT EXPECTATIONS IN THE CANDIDATE ABOUT THE JOB (get better at conducting interviews)
REDUCE YOUR ATTRITION RATE BY SETTING UP RIGHT EXPECTATIONS (get better at conducting interviews)
EVALUATING A CANDIDATE METHODICALLY (get better at conducting interviews)
REDUCE THE RISK OF WRONG HIRING (get better at conducting interviews)
FRAMING REQUIREMENT FOR A JOB POSTING (get better at conducting interviews)
THINGS NOT TO DO AND NOT TO ASK IN AN INTERVIEW (get better at conducting interviews)
THINGS TO DO, PREPARATION BEFORE DURING AND AFTER INTERVIEW (get better at conducting interviews)
WHAT TO ASK AND HOW TO ASK A CANDIDATE(get better at conducting interviews)
LEARN TO ANALYSE BODY LANGUAGE(get better at conducting interviews)
WHAT TO LOOK FOR IN THE ANSWERS(get better at conducting interviews)
HOW TO EVALUATE ANSWERS(get better at conducting interviews)
SWOT ANALYSIS OF A CANDIDATE

Course content

3 sections • 9 lectures • 30m total length

Introduction1:27
Course and Instructor Introduction,
Here I introduce myself and the importance of understanding the term and why it is so important for an organization.
We shall discuss the content of this course and how it will help to get better at hiring people

Understanding the Term and purpose1:51
Here we understand the Term, the Idea behind
How interviews can be differentiated on the basis of purpose
AIM of interview
Hiring or Recruitment
Why it is important to hire the right people
Importance of Team building
The stages of Interview, and things to do in the time1:48
Here we break down the process into three stages and things to do at each of those stages

Screen your Requirement closely before posting the Vacancy
Mention details like salary scale, job title, working hours nature of employment, job location, gender-based requirements, travel schedules.
Do not leave the open spaces as you will lose good candidates at the start itself
Also, list only the critical qualifications for the job,

preferences should be avoided; this shall unnecessarily filter the applicants
Carefully schedule Interview time table and call people at intervals so they do not have to wait, making them wait leaves a bad impression about the organization
Be welcoming, if possible, call them inside yourself or by Team member
Make eye contact
Keep a smile
go through the CV before the candidate enters
Highlight conversational points in the CV beforehand
Start with informal conversation and ease the environment, stress is not at all useful you might lose a good candidate because of stress
Offer water etc.
Apologies for any delays
Let them know the approximate date of results if the selection is not final
On the date itself, share the results with them even if they are not selected, or kept on a waiting list
For rejected candidates also please wish them best for future
Finding the Right candidate5:31
Here we learn how to evaluate a candidate scientifically rather than conjecture

17a
1. Relevant Experience

17b
2. Discipline

17c
3. Observation

17d
4. Communication skills

17e
5. Understanding of the Job

17f.
6. Confidence

17g
7. Willingness

17h.
8. Trainability
Attracting the right candidate1:33
Here we discuss the importance of the initial job offer, and why it should not be changed for
Job title initially offered
Job timings
Location
Working hours
Salary
List of things not to do - Don'ts2:53
20a
Silly questions –
20b
Personal questions –
20c
Irrelevant questions –
20d
Don’t ask a lot of questions
20e
Don’t Debate,
20f
Don’t Force
20g
Don’t expect the answer you would give
20h
Don’t be Biased –
20i
Prejudices –
20j
Self-obsession -
20k
Too much talking –
Qualities of an Interviewer0:44
Here we discuss the responsibility that an interviewer has, and the qualities an interviewer should have
Punctual
Participative
Welcoming
Organized
Respectful
Listener
Alert
Unbiased
Responsible
Unprejudiced
What to ASK in an interview7:09
Here we discuss
The interview is about conversation and is a two process, where you ask questions and answer too, so if you start silly you will take more time and extract less

You should ask questions that lead to another important question
But in line with the requirement, this is often called leading the interview,
This helps test the candidate for personal traits
With experience, you will be able to crack what to ask and how to ask it, and how far such communication should go

Meanwhile Here I have a few E.g. of what should be the questions how they should be asked and what to look for in the answers

Requirements

Graduate

Description

In my 15 years of work experience with the bulk of it in the Hospitality industry, I couldn't resist noticing the wrong idea of Interviews within the Organizations.

With today's tools and the internet of things, I can imagine sharing my thought on how this important exercise is often disregarded for the importance it deserves.

People is a dynamic resource and by interview only we can keep a check on how we can ensure the right people are brought in within the team, and plan to keep them along in the going concern.

Interviewers in today's world are young and often mistaken to be in charge of the very first stage of screening, making them the biggest filter. Their lack of judgment and impractical testing can discourage good people to join or even participate further.

This course is for one and all, within the different levels of management and especially facilitates the top management to make sure how their people can do better hiring.

We shall discuss how to prepare yourself,

How to invite aspirants

What to expect,

How to conduct,

Sorting the Candidates

Finding the right candidate,

How to test the candidate,

Set up right expectations

Make deals

Qualities of an Interviewer

What to ask, How to frame your questions and what to look for in the answers

In the end we shall take a look at importance of body language in an Interview, and how to use it effectively

Who this course is for:

HUMAN RESOURCES AND TRAINING DEPARTMENT EMPLOYEES, MIDDLE AND TOP LEVEL MANAGEMENT

Enhance your Interview Skills

What you'll learn

Explore related topics

Course content

Introduction1 lecture • 1min

The course7 lectures • 21min

Body language1 lecture • 8min

Requirements

Description

Who this course is for: