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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 two-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.
In addition to the work
of Tom Janz, this workshop draws from the work of Stephen Jackson,
who takes the behavioral interview one step further with a twelve-step
process to hiring top performers.
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 two
days in length. In-house courses may be two full days or four
half-days and, where 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
Introductions/Objectives/Agenda
Pre-assignment discussion
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.
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.
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