The recruitment & selection interview is by far the most widely used method of hiring 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 hiring 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 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 hiring and 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.
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.
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.
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.
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.
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.
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.
A good quality person specification underpins the whole recruitment process. Get that right and other stages become much easier.
A short exercise providing practice in drafting a person specification.
Here is a possible person specification for the exercise.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
How behavioural questions really get to the performance evidence you are seeking
Example behavioural questions
Using the question funnel to uncover performance evidence.
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.
Planning your initial question for each evidence funnel provides control and structure for your interview.
A demonstration of how easy it is to lose control of the interview.
An example of one of the most commonly experienced question traps.
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.
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.
This case study will give you the opportunity to put all your learning into practice - especially the listening skills you have developed.
Now it's time to review your listening practice exercise and compare notes with the trainers observations. How did you do?
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.
International Management Trainer | Speaker | Facilitator | Business Coach helping organizations get the best from people and people to get the best from themselves.
Thank You - for checking out at my profile.
You're probably wondering why on earth you should take my online courses, or even work with me more directly.
Well, I've had the privilege to have been a learning and development professional for close to 30 years now. In that time I've 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 add practical value in their everyday lives. That's typically in their business and professional lives, yet often the skills and concepts are very applicable to 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 get improved results and personal growth when we actually apply our learning and do something with it. That's where we really 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. This may appear to be an obvious, straight forward insight, yet the day to day reality is frequently much more challenging. My favourite quote sums up this challenge nicely;
'the single biggest problem with communication is the illusion it is taking place'
George Bernard Shaw.
The ability to communicate clearly and effectively with people is so crucial to success in any endeavour. Whilst we say we understand that, most of us take communication for granted, and it is often a big mistake that leads to errors, misunderstandings, wasted effort, poor performance and even conflict.
Improving your communication and people management skills can be one of the best investments you'll ever make.
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 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 primary areas of activity are:
·Presentation, Communication and Influencing and conflict
·Performance management and improvement
·Coaching, Training and Personal Development
I am a qualified user of psychometric tests and a certified NLP Practitioner.