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SIM Professional Development

Interviewing Skills

Next dates

Oct 30—31
2 days
Singapore
SGD 866 ≈USD 629
SGD 433 per day

Description

Introduction

Selection is the process of choosing the right talent - individuals with the right skills, competencies, attitude, qualifications.

It is about assessing three key aspects -

• Can the individual do the job • Will he / she do the job • How well will the person fit in

“Hire tough, manage easy.” - It is true that the amount of time, effort and energy that you put into the hiring process may make management of your new employees much less difficult because many problems will be eliminated up front during the selection process.

We need to remember that selection decisions are an important part of successful talent management – a very critical and important part.

Benefits to You

•To enable participants to hire the right Talent and to know their role and responsibilities and •the part that they have to play in the selection process •Familiarize participants on the use of the Interview Assessment Forms •Understand the Selection Cycle for selecting the right talent for the business •Key interviewing skills •Interview techniques and approaches •Key aspects of a Job Description

Programme Outline

A. What To Do Before The Interview

  • Be clear what kind of people the organisation is looking for

    • This will be clear from the manpower budgets / vacancy positions
    • Key elements of the Job Description
    • Have a broad understanding of career paths
  • Be aware what candidates look for in their jobs

    • The company profile and track record
    • Quality of the job - based on what the person will learn, do and become
    • Contributions that can be made to the organisation
    • The type of the of persons / panel interviewing the candidates
    • Quality of the interviewing process

Step 1 – Setting Up The Interviews

Step 2 – Prepare For The Interviews

B. What To Do During The Interview

Step 3 – Beginning The Interviews

Step 4 – Extracting Valuable Information

• Structure the interview

• Conducting the interview - Five key and essential aspects

Key Interviewing Techniques

o Job Skills and Competencies Fit - focus on high priority competencies

o Motivational Fit – Interest for the Job and Career Preferences/Plans

o Environment / Culture Fit

o Making the selection decision - Panellists coming to a decision in assessing the candidates

o Looking at any possible errors in assessment

o Putting candidates in order of suitability

o Putting candidates on wait list if required

o Active listening

o Probing and Questioning

o Patience

o Clarifying

o Behaviour based questioning

o Assessing core competencies and values

o Assessing technical job capabilities

o Open and closed ended questions

o Non-verbal clues / body language

o Summarising

Step 5 – Manage The Candidates’ Interest

Step 6 – End The Interviews Properly

C. What To Do After The Interviews

•Action Planning And Q & A

•Pitfalls And What To Watch Out For

*METHODOLOGY *

•Role plays – undertaking a selection interview

•Simulations and Discussions

•Exercises

Who should attend

(Level 2) Supervisor, Executive, & Emerging Managers

(Level 3) New Managers

(Level 4) Managers

Experts

Robin Robbins has extensive senior management experience in people development and has worked across all disciplines and in a wide range of sectors including consumer goods, research and development, chemicals, the beverage industry and engineering. He is currently a principal consultant of a co...
Velina Collins has extensive & broad-based Human Resource Management (HRM) consulting & training experience with a diverse clientele which includes government & private and profit & non-profit organizations and local, multi-nationals & public listed companies. She is also a ce...
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