R800.00
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Learning Outcomes
The more skilled and confident you are at interviewing, the more likely you are to choose the right person in the first place |
Description
In the fiercely competitive climate of today, it is essential that every single employee can contribute fully from the start. NQF Level 5
Modules
Module 1: Developing Sharp Interviewing Skills | |
Practice and benefits of targeted interviewing and selection | |
Identifying technical skills and knowledge requirements of the job | |
Identifying the internal motivators and attitude requirements of the job | |
Identifying the personality or people skill requirements of the job | |
Develop an effective and quick pre-interview screening process | |
Design consistent pre-interview guidelines | |
What to do in the absence of formal position profiles | |
Case Study: McDonalds | |
Module 2: Legally Safe Interviewing and Hiring | |
The legal "do's & don'ts" of pre-employment testing | |
Legally safe interview questions | |
The legal status of "volunteered" information | |
Take and keep legally safe interviewing notes | |
Module 3: Conduct More Effective Interviews | |
Benefits of an effective interview | |
Establish a structured selection plan | |
Develop more successful interview questions | |
Design more effective situational and behavioural interviewing techniques and scenarios | |
Conducting a Structured Behavioural Interview | |
Establish a better and quicker rapport with the candidate | |
Improve listening skills and abilities | |
Handle problem interviewing situations | |
Remaining fair and objective | |
Module 4: Streamline the Process and Make Better Hiring Decisions | |
Conduct better reference checks | |
Checklist: Consistently select more competent employees | |
Reject applicants legally and safely | |
Employer branding during the selection process | |
Impact of interviewing and recruitment on retention |
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