Essential Interviewing Skills for Hiring
What you'll learn
- Effective quantiative interviewing techniques
- How to avoid common interviewing traps
- How to prepare and conduct effective interviews and score candidates
- The required soft skills as an interviewer
Requirements
- Have a basic knowledge of hiring (interviewing, designing role descriptions, etc)
Description
It's not secret that most hiring managers don't actually get good at interviewing and hiring.
One of the causes is not getting enough practice, sure. But not having a quantitative approach with evidence-based questions, measuring skills, traits and outcomes for these is the biggest problem.
In this course, you are going to learn how to effectively prepare for and conduct quality interviews that generate better candidates.
Who this course is for:
- Hiring managers at any level of a company
- HR professionals involved in hiring and interviewing
Course content
- Preview02:30
- Preview06:17
- 11:01Role Description Optimization
- 04:23Systematic Question Preparation
- 05:49Manager Accountability
- 04:04Sourcing Systems
- 02:30Outro
Instructor
![Vasco Patrício](data:image/svg+xml,%3Csvg xmlns="http://www.w3.org/2000/svg" viewBox="0 0 64 64"%3E%3C/svg%3E){kind=avatar}
- 4.3 Instructor Rating
- 525 Reviews
- 35,168 Students
- 15 Courses
I have what could be considered an unconventional background as a coach. I don’t come from psychology or medicine. In fact, I come from tech. I created two tech startups that reached million-dollar valuations, backed by the MIT-Portugal IEI startup accelerator, afterwards becoming its Intelligence Lead.
After years of coaching and mentoring startup founders on talent management, emotional management, influence and persuasion, among other topics, I started being requested by executives and investors, like venture capitalists, with more complex, large-scale problems.
After years of doing executive work, I started specializing in coaching asset management professionals. With the signing of my first fund manager/CIO clients, I started adapting my performance and influence techniques for purposes such as talent management for PMs and analysts, fundraising from allocators, effective leading a team, and properly assessing talent for compensation/promotion/allocation increases.
I currently provide performance coaching and influence/persuasion coaching for executives and asset management professionals, mostly but not limited to purposes like managing people, leading and closing sales/capital commitments.