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Conducting the Behavioral-based Interview Training Class |
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Conducting the Behavioral-based Interview Training Seminar
Interviewing is no longer a process of interrogation. In fact, the previously held view that an interview is an opportunity for an interviewee to "sell" himself is under considerable challenge. What's taking the place of the traditional interview? The behavioral-based interview. The behavioral-based interview differs significantly from traditional interviewing styles because it focuses on the theory that past behavior and performance predict future behavior and performance. In this course, you'll learn how to ask behavioral-based questions and distinguish behavioral response from non-behavioral responses. You'll discover how you can use role plays, structured situational questions, and take-home projects to determine behavior. You'll explore various means for evaluating the ability and motivation to perform once on the job, and finally, you'll be guided through the decision-making process of selecting a candidate.
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Price |
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$74.95
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Agenda |
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Effective Behavioral-based Interviewing
- recognize the advantages of behavioral-based interviews.
- use behavioral-based questions in a sequential process given a scenario.
- identify appropriate strategies to use when conducting behavioral-based interviews.
- determine the information to be recorded during the documentation process in given interview scenarios.
Using Job Simulations to Evaluate Behaviors
- recognize the benefits of using job simulations in interviews.
- use structured situational questions in interview scenarios.
- identify strategies for using role plays in interviews.
- identify the methods of developing sample work projects for interviewing purposes.
Pre-employment Tests
- recognize the benefits of using applicable pre-employment tests.
- choose the appropriate tests to administer to particular job candidates.
- match the three types of test validity with the corresponding questions and descriptions.
- identify ways to use pre-employment testing to screen job applicants.
Making a Solid Decision
- recognize the importance of making a sound final decision.
- select a job candidate by applying a weighted attribute scale.
- identify the guidelines for making an offer to a candidate.
- apply the steps involved in successful negotiation.
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Audience |
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Managers, team leaders, supervisors, human resources directors, organizational development directors
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