Training Doyens

What will be discussed? T he cost of making poor hiring decisions is significant in terms of lost productivity, quality, customer satisfaction - not to mention the costs associated with termination, possible legal ramifications and then having to recruit and train a replacement. Our upcoming webinar discusses the skills and a practical, proven step-by-step approach to strategic interviewing &selection that the managers can utilize themselves and/or introduce to their organizations for better hiring decisions. What you’ll learn? ·          Five key components of an interview and common errors made by interviewers ·          A check list to determine if an interviewer is ready for an interview ·          An overview of a behavioral interview LEARNING OBJECTIVES Few managers would disagree with the idea that their Recruiting, Interviewing and Sel...

OVERVIEW The effectiveness of the  Recruiting,Interviewing and Selection   process can be no greater than the quality of the interviews themselves. Interviewers need to know how to follow a proven methodology for obtaining relevant information from applicants and properly assessing it. Interviewers need to know what to look for and how to gain that information. The objective of strategic recruitment and selection is to identify candidates who can and will effectively perform the job - while fitting into the organization. Some experts say that "the typical interview - conducted by an untrained interviewer - is often no better than chance at predicting how an applicant will perform on the job.” Too frequently interviewers follow one of the following interviewing approaches; Eyeball Interview: 'I knew the minute I saw her she couldn’t handle the job' Friendly Chat: 'A pleasant experience talking about sports, the weather, mutual acquaintances, etc....

OVERVIEW The effectiveness of the Recruiting, Interviewing and Selectionprocess can be no greater than the quality of the interviews themselves. Interviewers need to know how to follow a proven methodology for obtaining relevant information from applicants and properly assessing it. Interviewers need to know what to look for and how to gain that information. The objective of an interview is to identify candidates who can and will effectively perform the job - while fitting into the organization.  Some experts say that "the typical interview - conducted by an untrained interviewer - is often no better than chance at predicting how an applicant will perform on the job. Too frequently interviewers follow one of the following interviewing approaches; Eyeball Interview:  'I knew the minute I saw her she couldn’t handle the job' Friendly Chat:  'A pleasant experience talking about sports, the weather, mutual acquaintances, etc.' Random Interview:  ...