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Hiring for Success

Behavioural interviewing techniques and more
2 days

Human resources staff, senior management and operational managers. Department heads, team leaders, directors and staff participating in recruiting and hiring processes.


This workshop concentrates on the pre-interview preparation; developing questions and their value; the interview techniques that get specific, behaviour-based examples of past performance; and the strategies that follow through on this process. This workshop takes the behavioural interview even further with a discussion of communication techniques and the use of other types of interview questions.


History of the Interviewing Process
The day will begin with a brief outline of on the history of the interviewing process, including Alfred Binet's ideas, stress interviewing, and structured interviewing.

The Recruitment and Selection Process
During this module, we will take a quick look at the six stages of the hiring process.

Factors in the Hiring Process
We will examine the three levels of factors in the hiring process.

Cost Analysis
Participants will analyze the cost of hiring an employee.

Job Analysis and Position Profiles
Determining just what you're hiring for is the second stage of the hiring process. We will look at performing a job analysis and writing a position profile in this module.

Determining the Skills You Need
Once you have analyzed what the job will entail, you will need to determine what technical and performance skills the candidate will need. We will examine various ways of doing this during this module.

Finding Candidates
During this session, we will examine the advantages and disadvantages of various advertising methods.

Advertising Guidelines
If you're going to spend time and money looking for a candidate, you should make sure your ad passes the ten tests of advertising.

Screening Resumes
Now that you have the stack of resumes on your desk, what are you going to do with them? Our recommendation is to use a resume screening guide. During this module, we'll discuss just what that is, how to develop one, and how to use it.

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 lecture.

Problems Recruiters Face
During this session we will discuss some common mistakes recruiters make and how to avoid them.

Interviewing Barriers
There are also some human mistakes that recruiters make; this will be our focus during this module.

Non-Verbal Communication
During an interview, it is crucial to be aware of the non-verbal signals that you are giving and receiving. We will explore some of these signals through a lecture and an exercise.

Types of Questions
Obviously, the ability to ask questions is crucial to an interview. During this module, we will discuss how to use open questions, closed questions, and probes.

Traditional vs. Behavior Interviews
During this module we will look at what behavioral interviewing is and how it differs from traditional interviewing. Participants will also have the opportunity to develop some sample behavioral questions.

Other Types of Questions
There are two key types of questions that you can use during an interview: achievement oriented and holistic. We will take a brief look at both types during this module.

The Critical Incident Technique
A standard way of asking a behavioural type question is to ask the candidate how they might behave in a certain situation. We will explore why these types of questions are so valuable and learn how to develop and use them.

Listening for Answers
Listening for what the candidate does and does not say is just as important as asking the right questions. During this session, we will look at some key listening skills.

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.

Interview Preparation and Format
During this module, we will discuss some things you should do before, during, and after the interview.

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.

Scoring Responses
We will discuss how to use performance-based rating scales.

Checking References
We will look at how to check reference and will learn about using a reference guide We will also discuss who should be approached to provide a reference for an applicant.

Skill Application
We will spend the afternoon of Day Two developing an interview guide and role-playing the interview using all the skills we have learned.

Workshop Wrap-Up
At the end of the day, students will have an opportunity to ask questions and fill out an action plan.

Skills Taught: 
  • Analyze the costs incurred by an organization when a wrong hiring decision is made
  • Develop a fair and consistent interviewing process for selecting employees
  • Prepare better job advertisements and use a variety of markets
  • Develop a job analysis and position profile
  • Use traditional, behavioural, achievement oriented, holistic, and situational (critical incident technique) interview questions
  • Enhance their communication skills
  • Effectively interview difficult applicants
  • Check references more effectively