Despite the various advancements in human psychology and assessment of talent and competence, such as psychometrics and multi-rater evaluation, interviews remain the preferred method for ‘getting to know’ a candidate. Having said that, most interviews fail to achieve their intended level of reliability due to poor pre-interview preparation, improper questioning or the infamous reliance on first impressions and gut feelings. This course is designed to mitigate all the common mistakes untrained interviewers commit when meeting with job candidates. The workshop aims at highlighting why interviews have a high impact on hiring decisions and the steps that can be put in place to increase their reliability while ensuring legally defensible levels of fairness and consistency.
The course is workshop-based. A small percentage of the time is used to debunk some of the common myths related to interviewing and the rest is dedicated to activities and exercises aimed at ‘test-driving’ the skill of competency-based interviewing. The workshop relies on the use of role-plays and scenario interviews to ensure the translation of knowledge to skill is at maximum levels.
By the end of the course, participants will be able to:
- Define the importance of interviewing as a method of selection, brainstorm common mistakes untrained interviewers commit and define ways to overcome them
- List main types of selection interviews and when and how to use each
- Design a competency-based interview guide using competencies and values and use it to collect ‘code-able’ data from interviewees
- Conduct a probing interview designed to uncover behavioral characteristics of applicants
- Use data collected from interviews to complete a gap analysis and decide on the most suitable candidate
This course is targeted at anyone involved in assessing candidates prior to hiring. It is of particular benefit to line managers involved in interviewing candidates for vacancies in their respective functions. The course is ideal for professionals in human resources, especially those working within the functions of recruitment, selection and workforce planning.
- Questioning and probing
- Report writing
- Decision making
Location:AATICD Campus or Online or Inhouse
Training Dates:Course starts every Monday of every Week.
Course Fees:To be sent via Proforma Invoice to your e-mail
Note: Please fill in the online application form on the left or bottom if this page to receive a quotation from AATICD.
How to Apply:To Apply Simply Fill in the Online Enquiries / Applications form on the Right Sidebar or Bottom of this website http://www.aaticd.co.za
NB:When filling the online application form; please take note of your desired Training Month, Duration in Weeks and Training Session. This will give us the exact dates you will be attending your classes.
Also note that Tuition Fees must be paid upfront on or before training start date. This is to ensure that all resources are made availabe for you before you start. You will not be allowed into training if fees are not paid and verified.
Also note that Tuition Fees Cancellations must be made 14 business working days before the starting date of training. This will allow us to do a 50% refund of the total amount paid. If cancellations are made thereafter note that no refund will be made to delegates.
Tuition Fees include teas and lunch as well as either a laptop or tablet which a delegate will take home free of charge.
Tuition Fee DOES NOT include Accommodation, Dinners and other Extra Curricular Activities or Incidentals. Delegates are expected to fund this on their own. AATICD will not be held accountable for any incidents to delegates.
In-House Trainings are also available for 10 or more delegates for any duration. Please consult with our Administration for such In-House training bookings.
- The interview as a method of selection
- Prevalence of the interview as a selection method
- Reliability and validity of interviews
- Reliability of CVs, resumés and biodatas
- Why interviews remain the most reliable
- Problems with typical interviews: before, during and after
- Overcoming problems with interviews
- Types of selection interviews
- Screening and biographical interviews
- Biographical interviews
- Stress interviews and why they are unethical
- Panel interviews
- Rules for conducting a panel interview
- Competency-Based Interviews (CBI)
- Pre-interview steps
- Preparing a CBI guide
- Using competencies and values for building the guide
- Standardizing questions
- Organizing venue and material
- The need for consistency and ethical implications
- Structure of a CBI
- Introduction techniques
- Opening statements
- Conducting the interview/questions
- Open and closed questions
- Hypothetical questions: when and how
- Leading questions and how they should be used
- STAR funneling technique
- FACT funneling technique
- Disallowed questions
- Closing the interview
- Post interview steps
- Classifying and evaluating captured data
- Linking data with competency guide
- The legal and ethical aspects of translating data to reports
- Producing interview reports
- Selection decision
- Using decision matrixes (in the absence of a competency framework)
- Using gap analyses
- Compensatory and non-compensatory methods