Introduction The interview is a common
tool for employee selection. However, many interviewers have never
been trained and it has long been recognized that there is little
intra- and inter-rater reliability (consistency) where traditional
non-structured interviews are utilized. This one-day workshop*
provides busy recruitment agency staff, human resource managers/professionals,
selection panels and line management with tools for increasing
the objectivity and standardization of interviews.
Behavior Interviewing Behavior Interviewing is a very
reliable and valid candidate selection technique based on the
work of Professor Tom Janz, of the University of Calgary. While
we all may say that past behavior is the best indicator of future
behavior, we don’t act as if we believe this when we are
interviewing candidates—often because we aren’t certain
how to ask questions that will tell us about past performance.
The workshop concentrates
on the pre-interview preparation, developing questions and their
value, the interview techniques that get specific, behavior-based
examples of past performance, and the strategies that follow through
on this process.
Join PsyAsia's Behavior-based
Interviewing Skills course and let our organizational psychologists
show you how to receive a maximum return on your course
investment by way of more successful hires.
Course Length As noted above, our public course is one
day in length. In-house courses may be one or two full days as
necessary, extra full and half days may be added where there is
a requirement to spend more time learning Job
Analysis or practicing and assessing
Competency-based Interviewing.
Aims & Objectives
At the conclusion of this
program, participants will be expected to:
Have
a process for creating competency requirements for any given position Understand
why behavioral interviews are two to five times more accurate
than traditional interviews. Identify
and apply the principles of behaviour interviews, and performance-based
selection methods. Recognize
the pattern of behavioral questions and use this pattern to design
job-specific, behavioral, performance-based questions. Enhance
professional interviewing skills with effective communication
strategies and behavioral interviews techniques Role
play and practice using behavioral interviewing skills Develop
a defensible scoring and evaluation process Complete
the process through testing and reference checking
Behaviour-based Interviewing
Training Course Outline
The Importance of Hiring the Right People The
cost of hiring errors
Why
Behavioral Interviewing? From
the applicant’s point of view From
a team leader/manager’s point of view From
a human resource perspective What
the research tells us about better interviewing
Before
the Interview Gather
the Pieces for the Pattern: Conduct a Job Analysis Recognize
critical incidents Identify
competencies and performance dimensions Develop
job descriptions Prepare
neutral job applications
Forming the Interview Questions Identifying
the pattern Writing
the questions Developing
the response you are looking for
Consistent Resume Screening Defensible
Efficient
Developing an Interview Format Develop
rapport Structure
the interview process Gather
predictive information Sell
your organization Gain
a commitment Conclude
the interview
Ethical and legal issues
Interviewing Techniques Create
a comfortable atmosphere Ask
open questions and probe answers Use
active listening skills Pause,
clarify, summarize Record
applicant responses
Interviewer Errors to Watch Out for Leniency/stringency Error
of central tendency Halo/horns
effect Talking
too much
Rating Interviews Rating
errors and how to avoid them Valuing
and scoring candidate responses
Testing Performance
based assessments Other
tests
Reference Checks A
reference check format Alternatives
to a formal reference check
Conduct Practice Interviews
Final Review Wrap-up and Evaluations
In-house
or Public Course? This course can be run in any location as
an in-house course. This is particularly useful for clients who
may wish to gear the training modules towards their current organizational
practice, objectives and core competencies. PsyAsia's psychologists
are able to make customizations to the course content for a nominal
additional fee. This fee includes a company visit to ascertain
recruitment and selection practices first-hand. Alternatively,
our public course offers a foundation and practice for the competent
use of the interview as a decision-making tool within recruitment,
selection and development.
Facilitator Information Our Behavior Based Interviewing
Skills training course is facilitated by experienced, registered,
multicultural organizational psychologists.
DAY TWO?
Based on feedback from previous delegates, this course is now
a one-day rather than two-day course. All elements are covered
and there is much practical application. For those who wish to
delve deeper into behavioral interviewing, the facilitator will
discuss a Day Two option during the course. Day Two is available
at subsequent date (agreed during or soon after the course) and
additional fee to those who have attended Day One and wish to
add more to their understanding and experience of Behavioral Interviewing.
Syllabus Change Note:
Prior to every course that we run, it is our policy to consult
the worldwide literature and practice databases to ensure that
we teach the most up-to-date content. For this reason, our syllabus
is subject to change. However, you can of course rest assured
that we do not bring you a static course, rather a course that
evolves with the Asian and international business and human resource
management environments.
If you would like to consider running this
or any PsyAsia International course at your company for a group
of people, please contact us for a quotation.
PsyAsia International has a history of excellence
in customer care and support. Please feel free to contact us via
any of the following methods for a prompt response.
I learnt about being structured in my interview
sessions. Am intending to read through the manual and devise behavior
based questions for my future interviews. Loh Ley Ley Senior Manager IE Singapore
Good, structured way to prepare for interviews. La Yei Fung
Assistant Director
IE Singapore
Very practical. Useful in ensuring validity
for selecting the right candidate. Siti
IE Singapore
Great introduction to an objective way of
conducting interviews. Gurmeet Singh
Senior Manager
IE Singapore
Good course to start pointing interviewers
in the right direction. Edward Ho
Manager
IE Singapore
Good overview of fact-based interviewing
techniques. Anonymous
IE Singapore
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