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This interviewing skills course will develop delegates selection interviewing techniques by making use of our effective PRICE structure and Question Plan. They will also develop many of the skills and techniques that will help them to use the structure effectively.
The selection of new employees can be a long drawn out and expensive process. This means that we must do everything we can to ensure that when we do make a decision we choose the right person. Having gone to all the trouble of working through a selection process there is nothing worse than taking on a new employee who turns out to be unsuitable.
A robust selection process will minimise the risk of this happening and, of course, effective interviewing needs to be part of that. If you handle selection interviewing in a logical, structured and professional way the risk of choosing the wrong person is much smaller. This interview skills training course concentrates on developing interview techniques. Although we will briefly touch on the laws of discrimination a detailed discussion of it is outside of the scope of this training. Similarly the topics of Diversity and Equality of Opportunity will only be covered briefly. We concentrate on competence based interviewing skills.
Similar Circles. This icebreaker requires some listening and questioning and therefore provides a very relevant start to the training.
The Selection Interview. We explain what a selection interview is with particular reference to competency base interviewing. Delegates then participate in an activity to identify the benefits and drawbacks of this approach before looking at ways to overcome those drawbacks.
Diversity and Equality of Opportunity. In this brief look at the topic delegates are reminded of the importance of treating job candidates fairly.
The PRICE structure. Delegates are introduced to our PRICE structure.
PRICE organisation. In this activity delegates consider 37 action cards that describe behaviours and techniques that may be used by interviewers. Their task is to fit these cards within the context of the PRICE structure. This will help them to develop a good understanding of PRICE and how they may be able to use it.
The Selection Process. Delegates are reminded that interviews are part of a selection process and do not normally stand alone
Question Plans. Preparing a question plan is identified as key to good preparation. Delegates are encouraged to use a structured approach supported by our Question Plan template.
First Impressions. Delegates take part in activities to help them consider both the importance of making the right first impressions on candidates and the danger that interviewers can be unduly influenced by their first impressions of interviewees. We also look at rapport building at the start of the interview.
Traffic Lights. In this activity delegates consider nine different question types and decide whether they should be used in interviews.
Effective Listening. Delegates identify barriers to effective listening and ways to overcome those barriers.
The Close Phase. This provides advice on what to cover with the candidate at the end of the interview.
The Evaluation Phase. Delegates are encouraged to suspend judgement until the interview is over. They are then taken through an approach for evaluating and scoring the interview linked to their question plan.
By the end of the training course delegates will be able to:Take a logical approach to selection interviewing using the PRICE structure and Question Plan
Prepare effectively for selection interviews
Build and maintain appropriate rapport with candidates
Conduct selection interviews effectively and professionally
Manage the expectations of candidates when closing selection interviews
Evaluate the interview to help select the best possible candidate
/// Next Date
Tuesday 30th January
9.15am to 3.30pm
Jurys Inn Plymouth
50 Exeter Street
Plymouth PL4 0AZ