PROGRAM DETAILS

Introduction

Interviewing is all about finding the best person for the job and knowing how to build a positive image of your organization among candidates. A real recruitment error it is to discover faults, shortcomings and incompatibilities after recruitment, when they could have been identified before.

Learning Objectives

•  To inject best practice into the management of recruitment and interviewing
• The job advert
• Recruitment channels

• Prepare for interviews
• Know how to screen CV’s and ‘score’ against identified job and candidate requirements
• Prepare interview questions – biographical and competence based – and prepare answers to prepared questions candidate’s may ask
• Know the difference between interviewing and simply asking
• Taking notes – mental and written
• Body language interpretation
• Being aware of cultural differences

Target Audience

This course is aimed at anyone who is unused to recruitment and interviewing.

Training Methodology

This HRCI accredited training will combine presentations with interactive practical exercises, supported by video material and case studies. Delegates will be encouraged to participate actively in relating the strategies of effective leadership to the particular needs of their workplace.

 Program Content

 Day 1

• Overview of a typical recruitment process: the 8 stages after a vacancy has arisen:
• When to recruit and when to restructure?
• Identifying job and candidate requirements
• Establishing the selection criteria used to screen CV’s
• Establishing questions (assessment) to be used during an interview
• What are the most popular recruitment channels?

Day 2

• Screening CV’s
• Handling large numbers of CV’s using various techniques e.g. sifting, ‘mental’ scoring etc.
• Seeing through CV’s (overview of the common tactics used by candidates)
• Decide stakeholders to (be involved) during the interview

Day 3

Questioning types – their value and validity

• The power of questions: using open, closed, probing, biographical and competency questions
• The dangers of asking leading, biased, halo effect and/or closed questions
• Asking questions with reference to RasGas competences
• Uncovering the skills, knowledge and behaviors we expect
• Dangerous questions
• Boundaries we must never cross

Day 4

• Preparing for the first interview (video role play with immediate feedback)
• Preparing the interview room, tea/coffee etc. best practice
• The role of the introduction and creating a relaxed environment
• Body language and cultural differences
• Using prepared questions based on the job and candidate requirements,
• Gaps in the CV identified during the screening process and biographical and competency questions
• Active listening for interviewers
• How to get more specific answers

 Day 5

• Preparing for questions candidates may ask
• Recruitment Pitfalls
• Summary of the most common mistakes made by interviewers
• Closing the Interview
• After the Interview and writing the interview notes
• Who to invite to a second interview
• Giving feedback
• Planning the next interview
• Induction