Overview

Job interviews are critical to the quality of an organization’s people. Good job interviews processes and methods increase the quality of people in an organization. Behavioral interviewing offers the best opportunity both for candidates to showcase their accomplishments, and for interviewers to assess the potential for future success in the organization. In the long run there can be a positive effect on retention…employees who are a good “fit” are more likely to stay with the organization.

Duration

2 Days

Who Should Attend

Directors, general managers, head of departments, branch or divisional managers, executives, engineers, and technical specialist who need to conduct effective interviews.

Objectives

By the end of the session, you would be able to:

  • Appreciate, understand and take part in the recruitment and selection process in the customized practical approach during the session
  • Prepare for interviews as a competent role as an interviewer
  • Plan, prepare and carry out an effective selection interview
  • Assess the information you obtain during an interview
  • Plan and implement good induction schemes for your work team;
  • Design and implement policies related to retaining staff

Course Outlines

The Trends and Types of Interviewing Tools

  • History and Current Trend of the Interviewing Process

Interviewers- Are They The Ones That Needs To Be Interviewed First?

  • The Recruitment and Selection Process
  • Factors in the Hiring Process
  • 4 Levels of Interviewers Posturing and Practical Neuro Lingustic Programing
    Application

Selecting The Right Tools and Techniques For Gen-Y’s

  • Cost Analysis
  • Job Analysis and Position Profiles
  • Determining the Skills You Need

Selecting The Right Tools and Techniques For Gen-Y’s

  • Cost Analysis
  • Job Analysis and Position Profiles
  • Determining the Skills You Need

Pre-Interviews Context Setting and Appointments

  • The advantages and disadvantages of various advertising methods
  • Advertising Guidelines

Let the Interview Begins….

  • Role-Play with different scenarios and posturing techniques in application

Who Is Doing The Talking?

  • Performance Assessments
  • Problems Recruiters Face

Actions Speaks Louder Than Words – Is It True?

  • Interviewing Barriers

Behavioral Modeling And Observation

  • Types of Questions
  • Traditional vs. Behavior Interviews

Interview Strategy and Implementation

  • Other Types of Questions
  • Listening for Answers

Coaching Window for Interviewers

  • Scoring Responses
  • Checking References

Inhouse Training Framework - ADDIE Model

In GIN, we will work with you to modify courses or develop one to meet the specific requirements of your business. To assure your investment on training is not wasted and to maximize the value of the in-house program, we apply the ADDIE model – a dynamic, flexible guideline for building effective training and performance support tools. You may learn more about ADDIE model here.

Contact Us for Quotation

Contact us now for training at the Venue and Date of your choice throughout Malaysia and Internationally. Do let us know what is your expectation, number of participants, participants' profile and your preferred date and venue.