Knowing how to advertise a position correctly will increase your brands image and effectiveness in gaining the right people.

Using questioning techniques will uncover information and help to acquire resources for you to make an informed decision. We discuss here how to control an interview with questioning techniques also.

Probing the interviewee for information can assist you to better understand responses and information provided. Probing effectively can be a major part of the interview process as you develop responses in the areas you choose.

Non-verbal communication will provide you with much more detail to the responses from your interviewee. Learning how to read these signals and also manages your own body language to appear confident and in control will help.

What are the interview barriers? We discuss this aspect more within this session.

Having a checklist can help you to avoid embarrassment and also have you provide the same questions or interview to multiple participants. Learning how to cover everything in a set format will assist with a fair and equal interview.

How do you handle difficult questions? Even though you may be the one to ask most of the questions in an interview, what if the questions are thrown back to you? How would you answer a difficult question? We provide tools here to avoid or to respond to any question.

What makes an employee the perfect employee? Learn more about what things to look for, the perfect responses and how to recognise good behaviours within the interview.

This session here discusses on how to pick up on the different personalities while interviewing.

How do you structure the room? Where should you sit? Who asks questions first? What should you do when….? Many of these questions are provided in this discussion.

Learn how to qualify the Interviewee. Just like sales people need to qualify their customers, Interviewers also need to qualify their Interviewees.

Some simple yet effective skills here to assist in busy schedules with interviews. Great tools and skills in all areas.

How to compose quality responses that warrants your hiring recommendation.
How to create an excellent nominee experience
Interviewing practices
How to leverage intelligent inquiries and answers sell and to pull clever nominees.
Understanding workplace harassment
Selecting great workers
Drug screening
How to assess replies that align to your hiring bar and standards.
Avoidance of workplace violence
The best way to translate your responsibility and demands laden job description into particular hiring standards that may align interviewers on the success predictors for your role.
How to create and leverage best-practice on a situation and behavioural questions to uncover signs of motivators, fit, track record, and skills – all demanded to predict success.
When confronted with imperfect candidates, the best way is to make bargain that align to your hiring philosophy
Employment eligibility verification
Attracting applicants
Legal considerations
Ensure you have the right interviewers and how to setup a good interview procedure, centered on the criteria that were ideal, engaged in interviewing.

Non-Verbal Communication

During an interview, it is crucial to be aware of the non-verbal signals that you are giving and receiving. Our trainer will help you to enhance your communication skills and pick up on the body language signals being sent. Learn how to identify if a response was truthful and how to also profile people more effectively.

Scoring Responses

It is important to know how to rate the interview process and the applicant. During this session, we will discuss how to use performance-based rating scales. We will highlight a structured system to be able to keep score of the responses from interviewees.

Job Analysis and Position Profiles

When we need to hire someone, we need to know they are able to do the job. Each job will have different skills and requirements. We will look at performing a job analysis and writing a position profile in this session. Our trainer will help you to develop a job analysis and position profile.

Listening for Answers

Listening for what the candidate does and does not say is just as important as asking the right questions. We highlight how interviewers may miss information based on listening barriers and our own perception.

History of the Interviewing Process

Did you know the interviewing process has a history and a stroy to tell? In this session we provide a brief discussion on the history of the interviewing process, including Alfred Benet’s ideas, stress interviewing, and structured interviewing.

Determining the Skills You Need

In this session we identify the skills that the applicant will require. Once you have analysed what the job will require, you will need to determine what technical and performance skills the candidate will need. Learn how to identify these areas with ease.

The Recruitment and Selection Process

In this session we discuss the process and stages to hiring. Our trainer will take a quick look at the six stages of the hiring process. This will help participants to develop a fair and consistent interviewing process for selecting employees.

Advertising Guidelines

If you’re going to spend time and money looking for a candidate, you should make sure that your ad passes the ten tests of advertising. Learn more from our professional trainers about the requirements of advertising in your area. This will enable you to prepare better job advertisements and use a variety of markets. This part of the session will help us understand the basic employment and human rights laws that can affect the hiring process.

Other Types of Questions

There are two more key types of questions that you can use during an interview: achievement orientated and holistic. Learn more about these types of questions and how they could benefit you in the interview process.

Interviewing Barriers

This part of the session will discuss barriers that may occur in the interview. There are also some human mistakes that recruiters make and some common issues that you may come across. We will provide solutions to these issues and help interviewers overcome these barriers.

Difficult Applicants

Would you like to learn more about handling those difficult applicants? Participants will role play one of four difficult applicants in a mock interview. We will also discuss how to get the information you’re looking for out of these types of people without causing issues. Learn how to deal with difficult people.

Skill Application

We will spend the afternoon of the session developing an interview guide and role-playing the interview using all the skills we have learnt. As the training session is quite interactive this activity will help enhance the retention of the skills acquired so far.

Types of Questions

The ability to ask questions is crucial to an interview. We will discuss how to use open questions, closed questions, and probes. We show participants how to use traditional, behavioural, achievement orientated, holistic, and situation (critical incident technique) interview questions. The different type of questions will assist the team to be better at gaining responses.

The Critical Incident Technique

Another type of interview question asks the candidate how they might behave in a certain situation. We will explore why these questions are so valuable, how to develop them, and how to use them.

Checking References

Many people are hired today without looking into their previous employment. Our trainer will discuss how to check references, using a reference guide, and who to ask for references. Check references more effectively with the tips and advice in this part of the session.

Cost Analysis

As the hiring process is important we like to highlight to participants also the cost of hiring an employee. We analyse the costs incurred by an organisation when a wrong hiring decision is made. We discuss with participants how it may impact on other parts of a department or organisation.

Finding Candidates

How do you find quality applicants or candidates? Our trainer will examine the advantages and disadvantages of various advertising methods. In this session participants may find a new method of locating a quality applicant.

Other Interview Techniques

During the interview, there are some techniques you can use to keep things moving. We will talk about five of the most common methods. Traditional vs. Behaviour Interviews – Look at what behavioural interviewing is and how it differs from traditional interviewing. By understanding the different techniques available, we place participants in the best position available to provide a quality interview.

Interview Preparation and Format

Preparation can be key to a successful interview. We discuss the format and how to structure an interview effectively. We discuss some things you should do before, during, and after the interview. A little preparation can go a long way.

Screening Resumes

Now that you have the stack of resumes on your desk, what are you going to do with them?We help participants to be able to select and effectively interviewing the right applicants. Learn more about making the right decisions when you have many options presented to you.

Human Rights

Through a brief discussion, participants will learn about some of the key human rights issues that recruiters face. This session is great to understand the right people have and how it impacts the interview process.

Performance Assessments

In addition to interviewing, you may also choose to have candidates complete a technical or performance exercise. We will look at both types of exercises through a discussion.

Problems Recruiters Face

Recruiters can face problems from time to time. During this session we will discuss some common mistakes recruiters make and how to avoid them.

Factors in the Hiring Process

We will examine the three levels of factors in the hiring process in this session.