Highlights of this program:
- You will experience the new complete interview process.
- The course focuses specifically of the new advances in psychology and behavioural techniques.
- The program is very practical; you will gain the confidence and techniques to be effective as soon as you return to work.
- The program is conducted so you have the opportunity to build on your experiences under the expertise of the course presenter.
Objectives:
By the end of this programme you will be able to:
- Recognise the complexities of recruitment and selection in today’s modern environment.
- Understand and be able to implement the new recruitment and selection process.
- Be able to identify and write recruitment criteria for use in advertising, short listing and constructing effective interview questions.
- Be able to demonstrate to others how the new process will save time and increase dramatically interviewing effectiveness.
- Consider the concept of and know when to use testing, and personality questionnaires and when assessment centres are appropriate.
- Be able to design and use the two-step questioning technique which has numeric scoring.
Training Methodology:
Very practical, interactive, seminar with a high level of delegate participation. There will be illustrative DVD examples and throughout the program group work. All of the training will carried out in a relaxed supportive atmosphere.
Organisational Impact:
Recruitment is a critical management tool and nowdays requires a very high level of skill and ability, organisations sending delegates on this program can expect:
- Maximise time, effort and costs and effectiveness of the recruitment procedure.
- Utilize existing information to construct high quality interview questions that are score able.
- Use a new process that will reduce the possibility of litigation.
- Be able to use the new behavioural system as an effective tool to aid recruitment.
- Have up to date knowledge of the latest testing approaches and tools.
- Be able to know which personality profilers work and more importantly - those that don’t.
Personal Impact:
- You will assess your own understanding and experience in recruitment and selection.
- You will know the nine stages in a successful recruitment.
- You will get to practice the skills required during the interview process - many of which apply to development and succession planning.
- You will develop personal action plans for improvement - particularly the balanced score method and the new behavioural questioning system.
- You will have carried out an interview using the technique gathered.
- You will be able to use techniques to discover when documents are falsified or when the candidate is not telling the truth.
Day 1: Where Are We Now - Current Skills and Knowledge Vs New
- Why interviews are often so ineffective.
- Examining your current skill levels - Knowledge - exercise.
- Examining your current - skills - exercise.
- Interviewing first practice.
- Interviewing - observing others.
- Interviewing - What its like being interviewed.
- The Myths about interviewing - pre 2008 opinions.
- Completing your personality profiler.
Day 2: The New Process of Interviewing - New Approach, New Results
- The new recruitment/interview model explained.
- Why we need a change.
- Review and discussion.
- STEP 1: Jobs descriptions and terms of reference their role in the process.
- Putting the criteria behavioural map together - what is criteria?
- STEP 2: Practice exercise gathering criteria information for future use - creating the job advert.
- Practice exercise -putting steps 1 & 2 into action.
- STEP 3: New approach to shortlisting – how to save lots of time.
Day 3: Testing, Personality Profiling and Assessment Centres
- STEP 4: Testing – the three groups of testing - why do we need testing?
- Psychometric Test Vs Occupational tests - latest advancements.
- Design and use of local ability test - practical example - group exercise.
- Other testing you may want to consider - examples.
- STEP 5: Personality profiling - advances in profiling - from “Type” profile to occupational profiles.
- Personality profiling - what we use it for - what results you can expect.
- Profile example and exercise - your own profiles.
Day 4: Questioning Techniques and Observing Body Language
- STEP 6: The new approach to interview questions.
- Sign posting - advantages for the interviewer and interviewee.
- The construction and use of knowledge-based questions - demonstration and practice.
- The purpose and use of probing questions.
- Starting the interview correctly - practice in groups.
- How many people on the interview panel to make questioning meaningful?
- STEP 7: design and layout of the interview room.
- STEP 8 How to use body language - practical examples and demonstrations.
Day 5: Putting Interviewing Skill into Practice
- Review of learning to date.
- Practicing introductions - group team exercise.
- The real cost of bad interviewing.
- Practical interview - Interview 1.
- Practical Interview - Interview 2.
- Practical interview - Interview 3.
- Making the final selections and necessary professional actions.
- Program review - updating skill and knowledge sheets.
Language: English.
Place: Kuala-Lumpur (MALAYSIA)
Venue (TBC): Novotel Kuala Lumpur City Center, Jalan Kia Peng, 50450, Wilayah, Persekutan, Kuala Lampur, MALAYSIA
