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Appointing the right people is a fundamental ingredient for the success of any organisation. Achieving improved employee selection can result in phenomenal improvements for the company ultimately leading to improved bottom line profits. A high proportion of an individual’s time is spent in the work place therefore it is important that the right person is matched to the right job. This workshop will teach delegates the skills and techniques needed to effectively establish who is the right individual for the company from the recruitment interview.

Delegates who attend this workshop will improve their knowledge and skills in recruitment advertising, interviewing and employee selection. Additional confidence will be gained in handling recruitment interviews. Delegates will be able to:

• Effectively prepare for an interview.
• Conduct an effective interview and obtain all information necessary from the candidate.
• Complete the recruitment process by selecting the candidate most suitable for the organisation.

Interview Preparation

Preparation, is the key for interviewers to conduct an effective interview. This section of the workshop identifies the initial preparation for a successful interview.

 

• Job description & personnel specification
• Determining selection method
• Position advertisement
• Selection of candidates for interview

Interview Techniques

Interview techniques vary between individuals and organisations, however the basic principles remain the same. The WASP System is a systematic and disciplined approach to selection interviewing. This part of the workshop identifies and explains the steps involved in utilising this technique:

Questioning Techniques

To assess an individual’s suitability for the organisation or the job it is important to ask the right questions to received honest answers. Here we examine the questioning techniques that can be used to achieve this.

Non-verbal Indicators

The verbal answer to questions may not be the only indicator of an individual’s suitability for a position. The non-verbal indicators must also be examined, e.g. Body Language

Examining Interviewees Past to Determine Future Performance

An individual’s past performance can be a good indicator of the candidate and their ability to meet the organisation’s requirements. This section outlines ways of:

• Evaluating reliable candidate knowledge
• Obtaining reliable references

Candidate Assessments

To ensure each interview is consistent, it is important to maintain an interview assessment record of each candidate to assist with the selection process. Areas of assessment can be identified as:

• Appearance
• Experience
• Interests
• Attitude
• Follow-up

Anyone who is or will be involved in the selection of employees. No previous Recruitment or Interview experience required.