DESIGNING THE CANDIDATE INTERVIEW EXPERIENCE

In this lesson Dr. Pfaff discusses the critical nature of starting by defining the necessary Skills, Knowledge and Abilities to performing the job well. He also addresses how to determine those characteristics. This is the crucial first step in the Selection Process and if not done properly will negatively impact the remainder of the process.

In this lecture Dr. Pfaff talks about maximizing the initial screening activities so that the interview is used in the best way possible. He introduces his unique Skill Assessment Grid which is also available as a downloadable document for use by the students in their own hiring. He also gives a real life example of how to use the Skill Assessment Grid.

In this lecture Dr. Pfaff gives an overview of the steps in preparing for the interview session. Which include:

1. Clarifying candidate information

2. What to tell candidates

3. The BEST predictor of job performance

4. The 7 types of interview questions

5. The BEST questions to ask

6. How to evaluate candidate answers

7. The Selection Interview Guide

In this lecture Dr. Pfaff gives a detailed explanation of the 7 types of interview questions and the value of each type in selecting the best candidates for the job.

The BEST interview questions to ask are questions that predict future performance. And there is only one type of question that has been shown through research to do that, performance/behavioral questions. Dr. Pfaff talks about how to write or choose the best questions for the position you are trying to fill. These questions have the four characteristics of a excellent questions. He gives examples of how to convert your current "poor" questions into excellent questions and talks about sources of such questions that are available.

In this lecture Dr. Pfaff talks about how to evaluate a candidate's response to your behavioral questions. He discusses the three key things in their answers that lead to the best information for making a judgment about them as a potential employee. He demonstrates three different candidate answers of the key areas.

In this lecture, Dr. Pfaff goes through his copyrighted "Selection Interview Guide" for the class participants. The Selection Interview Guide is a document that systematically takes the interviewer through the selection interview process, from what needs to be prepared before the interview, through the interview itself and what to do after the interview. The Selection Interview Guide is an essential tool for anyone conducting hiring interviews.

In this lecture, Dr. Pfaff gives an overview of all seven components and phases of the interview session. Then he talks in detail about the value of structuring the interview, the physical setting and the usefulness of non-verbal behavior.

In this lesson, Dr. Pfaff gives an overview of the 7 Phases of the hiring interview session. Then he talks specifically about the first two phases of the interview. Students also receive the downloadable checklist for Establishing Rapport and Setting the Interview Agenda.

This lecture is essential to understanding the true value of taking notes in the selection interview. Dr. Pfaff takes participants through a short memory test so they can learn first hand the importance of good note taking during hiring interviews. The participants may even learn something about themselves in the process.

In this lecture Dr. Pfaff discusses Phase 3 of the interview session, Asking Behavioral Questions. He addresses interviewer behavior in the interview, keeping the interview focused, and more specifics about note taking. He gives recommendations for conducting multiple interviews and/or for using multiple interviewers in the interview session.

In this lecture, Dr. Pfaff addresses the four final phases of the interview session: Describing the Job and the Organization, Letting the Candidate Ask Questions, Wrap-up the Interview, and Summarize the Interview, all of which are important to making a good hiring decision.

In this lecture Dr. Pfaff describes how if the previous steps have been done properly, then one has the proper information to make a good hiring decision. In addition he talks more about candidate answers and other considerations when evaluating candidates and making a decision of whom to hire. He also summarizes and concludes the entire course.