Hiring the Right People for the Right Job

Course description

Think of how much time, money and energy is wasted trying to recover from a hiring mistake. The person is trained (and retrained) to do a job he or she may never be able to do. The person struggles to fit into the company culture, knowing that on some level the square peg may never fit into the round hole. Moral sinks and productivity plummets. It is better to hire right than to fix a hiring mistake, and this course will help you learn how. The program takes an all-encompassing approach to the interview and selection process: analyzing the job, asking pertinent questions, quantifying responses, and evaluating results.

Who should attend

Anyone in the organization who is involved in the interviewing and hiring process.

What you will achieve

  • Gain confidence in your ability to effectively interview candidates.
  • Apply the interview process consistently with all candidates to avoid potential legal difficulties.
  • Evaluate results based on objective grounds rather than on more subjective “gut” feelings or likeability factors.
  • Find the right person for the job: match the person‘s skills and abilities to the job, and ensure that the person is a good fit within the organization.
  • Send a positive message to candidates on what it‘s like to work in your organization through an organized and professional interview process.
  • Avoid making hiring mistakes: reduce the enormous drain on time and resources by making the right hiring decisions.

What you will learn

  • Discuss the challenges and opportunities of your company‘s interview and selection process.
  • Distinguish between traditional and behavior-based interviewing techniques.
  • Develop skills required to be an effective interviewer: asking probing questions and active listening.
  • Explore each phase of the hiring process: analyzing the job; planning the interview; conducting the interview; assessing the results.
  • How to use a team approach when planning, conducting, and evaluating the interview.
  • Develop strategies, tools, and actions to improve your hiring and selection process.

Course Outline:
Introduction
  • Individual activity: Establish personal learning objectives/outcomes
  • Group Discussion: How is the hiring and selection process handled here? Who is involved? How effective is the process? What could be done differently to achieve better outcomes?
Behavior Based Interviewing
  • Behavior-based interviewing defined
  • Group discussion: What is your experience as an interviewer? An interviewee?
  • Explore the differences between traditional and behavior-based interviewing techniques
  • Review the skills required to be an effective interviewer: active listening, asking probing questions
  • Practice exercise: develop behavior-based questions
The Hiring Process: Overview
  • Review each phase of the hiring process: analyzing the job; planning the interview; conducting the interview; assessing the results; making the final decision; following up
Analyzing the Job
  • Analyze the job: Define the essential requirements of a job: cultural fit, job responsibilities, job competencies, work experience, education/background, and “knockout” factors, if applicable
  • Individual exercise: Develop a job analysis and job description for your position
Planning the Interview
  • Introduce the interview game plan: define the role that each member of the interview team will play, what areas they are responsible for, and which questions they will ask the candidate during the interview based on their specific areas of expertise
  • Group exercise: Develop a game plan for a (fictional) job opening
  • Tips for screening resumes
Conducting the Interview
  • Group discussion re: personal dynamics: How do our biases, filters, and stereotypes affect the way we interview?
  • Three parts to the interview: The warm-up, exploring the match, and the close
  • Role play exercise: Practice interviewing, using behavior-based questions, asking probing follow-up questions and employing active listening skills
  • Role Play debrief: Discuss experiences, challenges, and potential “do-overs”
Assessing the Results
  • Review the process for collecting and summarizing the interview results from each member of the interview team and providing feedback to the hiring manager
Wrap-up
  • Develop a strategic action plan
  • Summarize key learning points
  • Revisit participants‘ learning objectives/outcomes