Interviewing & Hiring Skills for Managers

• Behavioral Interviewing

• Employee Selection

• Human Resources Training

On-Site Courses Give You Scheduling Flexibility & Training Consistency

Training Results Guarantee: Your on-site interviewing and hiring training investment is protected by our 100% money-back satisfaction guarantee. If you're not satisfied with the quality of our employee selection training, you don't pay. It's as simple as that. 

Interviewing and Hiring Skills for Managers

Performance Problems:

• Inconsistencies in departmental hiring practices increase possible legal exposure
• Managers aren't sure what questions they can legally ask in interviews
• Poor hiring decision and employee selection has resulted in quick turnover of new employees
• Supervisors and managers aren't comfortable in behavioral interviewing and hiring
• Interview process needs to be improved to help make a better hiring decision and employee selection
• Behavioral interviewing isn't being consistently used to identify the best candidates
• New hire decisions have resulted in personality conflicts with current employees
• Managers don't realize how federal and state laws impact the hiring process
• High quality reference information is not being obtained
• Managers and supervisors resist human resources training

Training Solutions:

• Ensure your interview and hiring process is legally safe
• Improve the consistency of the interviewing & hiring process among managers
• Reduce the time required to make the hiring decision by applying good human resources training
• Hire more qualified employees that establish a longer tenure
• Understand and comply with federal and  state laws
• Obtain more reliable reference information
• Feel more confident knowing you are EEO and ADA safe
• Create insightful power questions that get in-depth answers
• Identify the candidates who have the right personalities to get along
• Develop "instant rapport" to make the interview more comfortable and informative
• Improve listening and interview documentation skills
• Handle the rejection process safely and comfortably...the legal "Do's and Don'ts"
• Tackle tough interview situations with problem applicants
• Know what to do when the applicant volunteers too much information
• Conduct a job factor analysis to identify position requirements
• Structure and outline an effective interview session plan
• Discover motivation techniques that increase job satisfaction and reduce new employee turnover
• Support the interviewing and hiring process with a human resources training presented from a management perspective

Interviewing & Hiring Skills Training Course Outline: 

I.  Legally Safe Interviewing and Hiring 

1. Common misunderstandings about discrimination
2. Avoid the most common discriminatory hiring practices
3. Understand the Americans with Disability Act ADA
4. Review safe and risky hiring and interviewing practices
5. Legally safe interview questions
6. The legal status of "volunteered" information 

II.  Developing Sharp Interviewing Skills 

1. Practice and benefits of targeted interviewing and selection
2. Identifying technical skills and knowledge requirements of the job
3. Identifying the internal motivators and attitude requirements of the job
4. Identify the personality or people skill requirements of the job
5. Identify the interpersonal requirements necessary to get along with current employees or company culture
6. Recruit qualified candidates
7. Develop an effective and quick pre-interview screening process
8. Design consistent pre-interview guidelines 

III. Conduct More Effective Interviews 

1. Establish a structured selection plan
2. Develop more successful interview questions
3. Design more effective situational or behavioral interviewing techniques
4. Develop more realistic and applicable behavioral interviewing scenarios
5. The legal "do's & don'ts" pre-employment testing
6. Establish a better and quicker rapport with the candidate
7. Improve listening skills and abilities
8. Take and keep legally safe interviewing notes
9. Handle problem interviewing situations 

IV. Streamline the Process and Make Better Hiring Decisions 

1. Conduct better reference checks
2. Develop a checklist to consistently select more competent employees
3. Legally safe hiring criteria and substantiation
4. Making a legally safe job offer
5. Reject applicants legally and safely