Recruitment Interviewing Made Easy: Interview like a pro

Conduct job interviews confidently, skilfully and professionally. Make right decisions first time; avoid costly mistakes
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  • Lectures 40
  • Length 2.5 hours
  • Skill Level All Levels
  • Languages English
  • Includes Lifetime access
    30 day money back guarantee!
    Available on iOS and Android
    Certificate of Completion
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About This Course

Published 3/2015 English

Course Description

The recruitment & selection interview is by far the most widely used method of identifying new talent to fill a job vacancy. Recruiting a new member to your team or business is an important decision. Get it right and the benefits are enormous. Get it wrong and you live with the consequences for a long time. Recruitment training can make a real difference to you and your business. A poor recruitment & selection decision can quickly have a very negative effect on performance: not only for the individual concerned, but also the whole team. Tackling the problem of the wrong decision will take an incredible amount of time and effort. Far better to learn how to interview somebody for a job professionally and get it right first time.

It is a wonderful course. I learned a lot of skills to help in the hiring process.                                                                                                  Emily Tillis

Transform your interviewing skills and boost your career prospects. Recruitment Interviewing Made Easy takes away the worry of the recruitment decision. It leads you step by step through the recruitment process, showing you best practice interview tips, ideas and approaches to build your interview skills and identify the right person for your role and avoid making costly mistakes.

You will learn:

  • The key stages of the recruitment process
  • The role of the job description
  • How to clearly specify your candidate requirements
  • How to attract suitable candidates
  • How to shortlist quickly with laser like focus
  • How to structure the interview
  • How to conduct an interview
  • How to control the interview
  • Interview questions to ask for successful evidence collection
  • How to avoid the key question traps
  • What to listen out for
  • How to make the right decision
  • How to feel confident in your interview skills
  • Many other interview tips

The course uses video and downloadable material to really engage learners. You will be given activities and exercises to practice and hone your skills, and be supported by an expert trainer along with fellow students.

There is a vast resource of material and support available online to candidates in their search for a job. Ironically, there is far less opportunity for the person who is conducting the interview. Frequently, the candidate is far better trained than the interviewer. This often results in the 'tail wagging the dog' - the candidate being in control of the interview. No wonder so many recruitment & selection interviewers feel under great pressure and stress when asked to conduct a job interview to fill a vacancy. They are not confident in their interview skills.

It doesn't matter whether you are a first time recruitment & selection interviewer or you are looking to hone your interview skills to a more professional level. This course has something for you.

This course comes with a 30-day money-back guarantee and lifetime access to course material, including updates and additions. You will receive a certificate of completion on finishing the course. Courses can be accessed on computers, iOS devices and Android.

What are the requirements?

  • No previous experience is needed to take this course
  • It would be useful to gain an overview understanding of employment law in the market you plan to recruit for.

What am I going to get from this course?

  • clearly identify and specify the skills and qualities they need a successful candidate to pocess
  • Structure a recruitment & selection interview for maximum impact
  • shortlist applications quickly and effectively, saving time and effort
  • confidently control the interview and focus the discussion on required target information
  • use powerful questioning strategies to uncover genuine performance evidence
  • Confidently hire the right people who are able to add the most value to your team or business.

What is the target audience?

  • Managers and business owners who have to recruit for any type of job vacancy
  • job hunters who want to understand the process from the recruiters perspective
  • Anyone who wants the best people working for them, growing the business and adding value

What you get with this course?

Not for you? No problem.
30 day money back guarantee.

Forever yours.
Lifetime access.

Learn on the go.
Desktop, iOS and Android.

Get rewarded.
Certificate of completion.

Curriculum

Section 1: Welcome , meet your trainer and get started.
03:57

When you are investing in your personal development you want to be sure to make the most of the opportunity. Here is your opportunity to meet your tutor and get key tips to help you maximize the benefit of your learning experience.

Section 2: Understanding the recruitment and selection process
02:30

The tern recruitment can mean different things to different people. Here are some key definitions of the recruitment process that focus on slightly different aspects. They will help us start thinking about our meaning and start on us our learning journey.

04:34

A short overview of the key stages of the process and what they entail. Many of these, such as knowledge of the job and knowledge of the person, have a crucial bearing on the preparation and delivery of an effective recruitment interview. Others, such as induction, are outside the scope of this course, yet it is useful to understand how each element of the process connects.

Section 3: How to develop knowledge of the job you are hiring for
06:41

It is hard to imaging interviewing for a job that you know little about, and yet that is what many people do. You don't have to be an expert in the role, but understanding the job you are recruiting for is important. Having a clear idea about the key success measures and steps needed to achieve them makes conducting interviews smoother and identifying appropriate performance evidence easier.

Article

Investing a little time and effort in developing a good quality job description will bring benefits to the recruitment interview, the selection decision and even managing the performance of the successful applicant once they take up the position.

04:25

In this lecture we look at some typical examples of job descriptions you may find in the marketplace. You will quickly get a sense of what is useful for the recruitment process and what is either window dressing or simply worthless.

Article

A well prepared job description can add a great deal of value to your recruitment process, as well as ongoing performance management. This lecture includes an example of a performance focused job description.

Section 4: Knowledge of the person - how to specify your exact requirements
10:57

A good quality person specification underpins the whole recruitment process. Get that right and other stages become much easier.

02:03

A short exercise providing practice in drafting a person specification.

04:48

Here is a possible person specification for the exercise.

Section 5: Attracting suitable applicants -an overview of the key channels available.
15:02

There are multiple recruitment sources available to attract a pool of suitable applicants. This is a brief look at the pro's and con's of the most common. The two key focus points are internal sources and external sources.

03:16

Application form or Résumé? A few quick tips to help you decide.

Section 6: Shortlisting made simple
09:40

When you are inundated with applications for your job vacancy, shortlisting candidates for interview can appear daunting and time consuming. It doesn't have to be if you follow some simple rules.

Section 7: The interview: Understand the sequence and the part your play.
02:47

This lecture clarifies the role of the interview. Interviewing is still the most common recruitment method in use today. It's core function is all about evidence collection, but it is also an important opportunity for you to project a professional image of you and your business.

The structure of the interview
04:00
Section 8: Asking Questions - the engine room of success
05:12

People routinely talk about open and closed questions, but do they really know what they mean? How to make the best use of them? More importantly how aware are they of the need for a clear questioning strategy. This lecture will show you why a strong questioning strategy is vital to success.

03:32

Closed questions are used by all of us most of the time. Does that matter? In short, yes it does. Understanding the impact of closed questions in different situations will help you start to take control of the interview.

02:22

How confident are you in your question habits? You might be surprised. This video shows you how to quickly test your habit and identify what could be improved.

03:36

This lecture reveals the inner thought processes that lead us to ask far too many closed questions, believing them to be open ones. Typically, we are testing our own answers rather than establishing the answers of the candidates.

Section 9: Why the right questions at the right time is critical.
03:35

Specific questions tend to get specific answers. Sometimes that is useful and sometimes that can get in the way of being effective. It may depend on your own preferred thinking style. This lecture identifies what specific questions are and how best to use them.

02:52

Using too many leading questions is a common trap many interviewers fall into. the intention is good, but the result can be a lot of wasted time and effort. If you are not careful, you have effectively interviewed yourself.

01:43

One of the most commonly used interview questions is the hypothetical question. The 'what would you do if....' Unfortunately, it is also one of the most misunderstood question types and as a result wreaks havoc in many an interview. Find out why hypothetical questions carry a higher risk, and when it is OK to use them.

01:18

The whole purpose of the recruitment & selection interview is to get past the sales promotion of your candidates and start to uncover real performance evidence. Probing questions are one of your best tools to achieve that. Typically short and powerful questions that get the job done.

02:19

Reflective questions are another powerful tool in digging deeper into an issue and encouraging the candidate to expand on the issue they are talking about. Using actual words and phrases used by the candidate in further questions keeps the conversation flowing. Be aware that over use of this type of question can start to feel a bit like an interrogation.

02:02

How behavioural questions really get to the performance evidence you are seeking

03:30

Example behavioural questions

02:59

Using the question funnel to uncover performance evidence.

04:02

This lecture outlines the most common question traps that most of us fall into. Once you are aware of these, you will notice them in use everywhere. You will also want to irradicate them from your recruitment interviewing questioning strategy.

03:47

Planning your initial question for each evidence funnel provides control and structure for your interview.

02:47

A demonstration of how easy it is to lose control of the interview.

01:23

An example of one of the most commonly experienced question traps.

Section 10: Listening: - How to listen for real evidence.
09:18

The ability to listen well is crucial to interviewing successfully. Most of us find listening hard. This lecture identifies the key things to listen out for, such as nouns and verbs and the tenses used and what they might be telling you about the candidate.

With practice, these things will start to leap out at you in interviews and make it much easier for you to challenge, probe and understand your candidate.

Article

British comedian Peter Kay demonstrates, hilariously, what happens when we don't hear things properly. In effect, our brain makes it up. It makes what we heard make sense. In a recruitment setting, the same principles apply, but the effects are much less funny, and potential far more costly.

04:13

This case study will give you the opportunity to put all your learning into practice - especially the listening skills you have developed.

04:13

Now it's time to review your listening practice exercise and compare notes with the trainers observations. How did you do?

Article

A short pencil is better than a long memory. The ability to take notes in an interview is extremely useful. Knowing when and what to take note of even more so.

Section 11: Making the Final Decision with confidence
07:08

Making the final recruitment decision is not without it's risks. Even if you have applied all your learning to the process so far, there are still opportunities to let bias and faulty thinking negatively influence your decision. Remember, you will live with a poor decision for a long time. Avoid these traps and get it right first time.

Section 12: Learning Review
01:45

Identify the actions you will take to put your key learning into practice. Have you done everything you can to get the most from the course? What else could you do?

Section 13: How to make a success of your new hire and thanks
Take this review quiz to see how well you have absorbed your learning.
11 questions
01:59

Once you have made the hiring decision, your job's not quite over. Fail to smooth the entry of your new hire into your business and you will undo the benefits of all of your great interviewing. This lecture contains a final reminder of the next steps and a big THANK YOU for being such a good student.

Section 14: Bonus Offers and resources
02:07

Access more information and resources from Richard along with additional discounts and offers.

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Instructor Biography

Richard Lock, People Development Professional, Business & Personal

International Management Trainer | Speaker | Facilitator | Business Coach helping organizations get the best from people and people get the best from themselves.

Hello there - thanks for looking at my profile.

You're probably wondering why on earth you should work with me through my online courses, or possibly more directly.

Well, I have been a learning and development professional for almost 30 years now. In that time I have worked with a very wide range of organisations and people from all walks of life, and many different countries and backgrounds.

My focus is on helping people learn skills, techniques and behaviours that will help them in their everyday lives. That might be in business and their professional lives or more personal development outside of work. What matters to me is that the learning is not simply just theoretical, but practically applicable. Knowing stuff is good, but we grow when we learn to actually apply that knowledge. That's where we add value.

In support of this approach, I have a lot of experience to back it up. I have for 20 years held senior management positions in both public and private sector organisations. I have also run my own consultancy and people development businesses for almost 19 years working with many global brands in a variety of business sectors, family businesses, business start ups and individuals seeking to develop their own skills and abilities.

With all this experience and expertise I have come to realize that a great deal of successful business and people management comes down to effective communication. In theory this appears straight forward, yet the reality is frequently much more challenging. This challenge is summed up by my favorite quote;

'the single biggest problem with communication is the illusion it is taking place'

George Bernard Shaw.

When I'm asked about what I do, I have been known to describe myself as an interpreter, and when asked about which languages I say English to English. It often raises a smile as people realize what I mean by that.

Don't take my word for it - here are what others have said about me:

His knowledge and passion for bringing learning to life is second to none and his detailed yet down-to-earth approach has always been well received. Operations Director

Richard really is a great trainer, he gives you confidence, you feel at ease... no need to stress out. Presentation Skills delegate

It is the best training that I have had in my professional life. Very engaged, makes the training really interesting, with the appropriate amount of theory and practice, Richard has a big knowledge. Communication Skills delegate

His unique approach with Cause Related Learning puts him streets ahead of traditional trainers/facilitators in my opinion. Conference Speaker

He is very personable, has an in depth knowledge about how people and process work and has high integrity. General Manager

Richard worked with our senior managers providing individual coaching and group development over a period of 2-3 years. Richard was an inspiration and helped the IT leadership team to completely transform their approach and style. IT Director

I am very satisfied with the presentation training, I will definitely be able to use the experiences I gained in my everyday working or personal life. Richard is a really positive, inspiring trainer. International Buyer

My typical areas of activity are:

·Presentation, Communication and Influencing and conflict

·Performance management and improvement

·Coaching, training and developing

·Employee Engagement

I am a qualified user of psychometric tests and a certified NLP Practitioner.

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