[fusion_old_tabs tab1=”Overview” tab2=”Who will Benefit?”] [fusion_old_tab id=1]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[/fusion_old_tab]
[fusion_old_tab id=2]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. [/fusion_old_tab][/fusion_old_tabs]

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.