This course is designed to develop practical Recruitment Interviewing Skills

Recruitment Interviewing Training Course

Recruitment Interviewing Skills Training

Read About Recruitment and Past Performance – Also Recruitment Retention and Reputation.

 

Duration 2 days. This Recruitment Interviewing Skills course will provide you development of the skills to:

  • Apply the WASP technique to structure the interview and gather essential information
  • Demonstrate appropriate behaviours during the interview and avoid any suspicion of discrimination against the candidate
  • Identify the requirements of the vacancy and the role holders contribution to the current and future needs of the organisation
  • Identify the key competencies for the role
  • Write a ‘Person Specification’ for the job
  • Avoid personal bias in judging interviewees
  • Identify  the essential criteria against which to select the most suitable candidate
  • Prepare and ask effective questions to elicit information
  • Adapt your behaviour to communicate successfully with your candidate.
  • Achieve positive cost effective outcomes
  • Manage time and resources
Managers who wish to develop their Recruitment Interviewing Skills. To ensure cost effective recruitment decisions and select candidates whose contribution will enhance the department’s performance.

Recruitment Interviewing Skills Training Course Content

We have a vacancy! Identifying the requirements of the role

  • Identifying your specific needs and criteria for the selection process.
  • Identify competencies/ essential qualities –  the skills knowledge and behaviours required of the role holder
  • Identifying current and future needs of the department & the behavioural competencies of the role holder and designing a person specification
  • Currency of job descriptions can job descriptions help or limit me?
  • Recognising the behaviours that embrace the culture of the organisation

Planning and Preparation

  • Planning your agenda and liaising with others involved in the process. The role of the HR department, what are their information requirements?
  • Methods  of advertising the vacancy
  • When to seek references
  • Pre-interview communication – Essential information for the candidate
  • Assessing information from applicants against the person specification and short listing
  • The venue  Arranging the room and furniture in a format suitable to the particular interview you are conducting and removing interruptions

Interview structure and the WASP technique

W – Welcome

  • The importance of making a positive first impression
  • Putting the applicant at ease and explaining the process.
  • Describing the role and responsibilities

A – Acquire Information

  •  Essential questioning skills and avoiding interrogations
  • Formulating focus, context, and evidence based questions
  • Summarising and seeking clarification.
  • Observing and checking out non-verbal clues
  • Balancing taking notes  while demonstrating you are listening and processing information
  • Questions & employment law.  Inappropriate questions, and their effect on the candidate
  • Recognising Discrimination – Direct discrimination an individual is treated less favourably and  Indirect discrimination a requirement or condition has the effect of discriminating unfairly and unjustifiably between one group or individual and another
  • Ensuring consistency, when  assessing the level to which candidates match your criteria, making an informed and fair recruitment decision
  • Beware Bias  Halo effect,  Hiring in one’s own image,  first and premature impressions,  Stereotyping

S – Supply Information

  • Anticipating questions about succession, development, and support in the role
  • Providing the interviewee with a chance to ask questions and gaining insight from those questions

P – Part Ways –  Providing interviewee a time frame in which the interviewee can expect to hear from you

  • Making a selection decision
  • Assessing evidence  – the extent to which each candidate met your selection criteria]
  • The dangers of comparing the candidates against one another
  • Constructing a scoring system
  • Justifying  your decision, for each candidate, recording reasons why they were successful or unsuccessful
  • Making the offer and providing the candidate with time to consider the offer.