Dates:
24-24 March 2010 
19-20 May 2010
14-15 July 2010
3-5 November 2010

Duration: 2 Training Days
Price: 1500 L.E.

Introduction

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

This two-day course will help you teach participants how to:

• 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, behavioral, achievement oriented, holistic, and situational (critical incident technique) interview questions
• Enhance their communication skills
• Effectively interview difficult applicants
• Check references more effectively
• Understand the basic employment and human rights laws that can affect the hiring process

You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Course Objectives

• Recognize 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.
• Be able to develop a job analysis and position profile.
• Use traditional, behavioral, achievement oriented, holistic, and situational interview questions.
• Enhance communication skills that are essential for a skilled recruiter.
• Effectively interview difficult applicants.
• Check references more effectively.
• Understand the basic employment and human rights laws that can affect the hiring process.

What You Will Cover:

• The cost of hiring errors
• Why use behavioral interview techniques
• How to get the information you need
• Advertising guidelines
• Communication skills
• Writing the interview questions
• Defensible resume screening
• Developing an effective interview format
• Ethical and legal issues
• Interviewing techniques
• Asking questions and listening for answers
• Reference checks

Outlines

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

The Recruitment and Selection Process
During this session, 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 in this session.

Cost Analysis
During this session, 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 session.

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 session.

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 session, 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 lecture.

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 session, we will discuss how to use open questions, closed questions, and probes.

Diana Jones
To wrap up the first day, participants will work on a case study to help Diana Jones figure out why her hiring process didn’t work like she had expected.

Traditional vs. Behavior Interviews
During this session 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 more 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 session.

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.

Target audience 
All people who are in positions where they need to hire new employees.

Methodology
Blended Learning is the combination of multiple approaches to learning. Skills Group has developed a model of Blended Learning that combines classroom training, praxis learning, and technology based learning.
A typical example of this would be to give a well-structured introductory lesson in the classroom, and then to do a follow-up by the means of our online materials.
In our face-to-face sessions we emphasize the role of a praxis-oriented approach and deal with cases and challenges from everyday life of participants.
Furthermore we will use business simulations where possible.

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