| |
|
| |
Behavioral Interviewing Simulation Training Class |
|
| |
|
|
| |
|
|
| |
Behavioral Interviewing Simulation Training Seminar
In your role as an executive at BioData, Inc., you are charged with finding a suitable candidate for the position of Development Manager for Online Databases--a difficult position to fill. You need someone who has a diverse set of core competencies including a scientific background, technical expertise and management abilities.Under the guidance of the newly hired HR manager, Jeannie Newhart, the company is moving toward the behavioral model to protect themselves from legal liability, improve new-hire success rates and to clarify job responsibilities for current employees. Unlike traditional interviewing techniques, which focus on interrogation, the behavioral model is based on the underlying theory that past behavior predicts future performance.You will apply behavioral techniques to screen and interview candidates. During a phone interview and two face-to-face meetings you will practice: Asking behavioral questions, evaluating behavioral response levels, asking appropriate follow-up and probing questions, balancing objective and subjective measures when deciding on a candidate, determining the range of your offer and much more.This simulation is based on the SkillSoft series Behavioral Interviewing and contains links to the following SkillSoft courses: HR0211, HR0212, HR0213, and HR0214.
|
|
| |
|
|
| |
|
|
| |
|
|
| |
|
|
| |
|
|
| |
Price |
|
| |
$74.95
|
|
| |
|
|
| |
Agenda |
|
| |
Behavioral Interviewing Simulation
- planning for behavioral-based interviews in advance.
- providing appropriate job profiles.
- asking elimination questions.
- anchoring behavioral-based questions.
- determining the range of your offer.
- effectively discussing salary.
- preparing the candidate for the face-to-face interview.
- using open-ended questions.
- using techniques to avoid personal biases.
- adhering to the interview structure.
- creating a proper environment for the interview.
- asking for rich, detailed information and verifiable data.
- asking technical and work habit questions.
- using appropriate follow-up and probing questions.
- balancing objective measures with subjective judgments when evaluating candidates.
- steering the conversation with your questions.
|
|
|
|
| |
|
|
| |
Audience |
|
| |
Managers, team leaders, supervisors, human resources directors, organizational development directors
|
|
|
|
| |
|
|
|
|
| |
|
|
| |
|
|
|
| |
|
|
|
| |
|
|
| |
Select a market segment to view more courses
|
|
| |
|
|
| |
Or, select a category to view more Business Skills courses
|
|
| |
|
|
| |
 Browse By Category
Browse By Location
Browse New Courses
|
|
| |
|
|
|
| |
| |
|
|
|
|