Finding the right person for the job takes a lot of work, and much of this work is done prior to the actual interview. Before you can even start looking for candidates, you need to create a description of the job you want to fill. How would you interview someone if you didn't know the responsibilities required for the job? A good job description, based on a thorough job analysis, will help you evaluate applicants' resumes effectively. You'll be able to compare the resumes against the requirements in the description and make effective decisions about who should be interviewed. This course describes the key components of job descriptions and how to use them to screen resumes. You'll also learn how to identify red-flag issues in the resumes you are screening.
- recognize the key components of a good job description
- apply techniques for screening resumes for job requirements in a given situation
- identify red flags in given resumes
Conducting effective interviews is as much an art as it is a science. You need to use your instinct and discernment, but solid preparation is equally important. Preparing properly helps you evaluate candidates accurately and fairly, helps to create a positive impression, and shows that you are professional. It can also help you avoid common errors such as talking too much, or asking close-ended questions that tell you little about the candidate. Proper preparation can help you avoid legal troubles as well.
This course covers key issues to consider when preparing to interview. It describes the importance of determining an interview structure, writing out some questions beforehand, and scheduling the interview effectively. It also identifies common interviewing errors. Finally, it describes how to avoid unfair practices when you interview candidates.
- recognize effective ways to prepare to interview selected candidates
- recognize examples of common interviewing errors
- identify ways to avoid unfair practices when you interview candidates for a job
- recognize the benefits of knowing the legal issues surrounding hiring
Proper preparation is crucial to ensure a good interview. But all your preparation will be useless if you don't follow some important guidelines when conducting the employment interview. Opening the interview properly and establishing a sound format are key. You must also be mindful of the functions of different question types and styles so you can use them effectively during an interview. Finally, you will want to close the interview on a positive note. This course describes how to proceed with a face-to-face to interview. It covers how to open an interview well, what types of questions to ask, and how to close the interview.
- apply techniques for opening an interview
- recognize how to use techniques for opening an interview
- identify the functions of different question types in an interview
- recognize examples of how to end an interview
Behavioral-based interviewing is becoming the norm as people realize its effectiveness in predicting what a candidate's behavior and performance are likely to be in the position for which they are interviewing. In behavioral interviews, you ask questions that get the candidates to describe how they handled real situations in the past. This enables you to find out not just what the candidates did but how they did it. Candidates can then be assessed based on actual behaviors that are related to the competencies for the job, rather than on possible or potential behaviors or performance. This course describes the characteristics of behavioral-based interviewing, how to develop behavioral-based questions, and then how to ask those questions effectively in an interview.
- recognize characteristics of behavioral-based interviewing
- identify the benefits of being able to use behavioral-based interviewing
- identify appropriate behavioral-based questions for a given job
- identify strategies for asking questions in a behavioral interview
- use behavioral-based questions effectively in a given interview
Selecting the final candidate for a job requires careful attention. Even though you're getting close to the end of the hiring process, you can't simply coast now. You need to manage the decision-making process in a disciplined and intelligent way. It's important to remain objective when assessing candidates, drawing on job-related data, rather than letting personal biases steer you away from your hiring criteria. Following a logical system in making your decision will mean you find the candidate who will make a strong contribution to your organization. This course describes how to evaluate candidates using a structured and objective process. It also explains how to effectively check references and make an offer.
- recognize steps for evaluating a candidate after an interview
- recognize how to check references of candidates you have interviewed
- check references of a given candidate
- identify strategies for making an offer to a candidate