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Out of the box strategies for bottom line results
The Behaviour Based Approach to Interviewing
for Executives & Managers
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Does your company need to reduce entry turnover?
- Would you and your management team like to make selection decisions
that are 2 - 5 times more accurate than traditional interviews?
- Do you want to improve your ability to select the right candidates for promotions and latter moves?
You will significantly improve your selection decisions with this powerful accelerated learning programme.
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Please Note:
We are a Toronto based company, however, we only offer public workshops in Asia.
In other areas, this seminar is available as a cutomized in-house training programme,
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Talent Recruitment
During Turbulent Times
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During periods of economic turmoil and upheaval, organizations have an unprecedented opportunity to increase the quality of their talent pool. Due to the significant increase in the number of qualified applicants available in the labour market, organizations have an opportunity to be much more selective in their hiring practices. The Behaviour Based Approach to Interviewing will give you the tools, skills and techniques that you need to improve your selection decisions. This will position your company to survive, thrive and grow in this turbulent economy.
Entry level turnover is a costly proposition. According to a study conducted by the Society for Human Resource Management, the average cost of a poor selection decision that results in termination is 38% of an individual's annual salary.
To thrive in the face of accelerated change and an increasingly competitive market, your company must attract and retain a team with much than solid technical skills. The members of your team must also be able to:
- embrace change
- tolerate ambiguity
- demonstrate flexibility
- juggle multiple priorities
- maintain high quality while working at a fast pace
If these skills are not assessed during the selection process, this can lead to poor hiring decisions high entry level turnover.
You'll improve your results with this powerful
accelerated learning programme.
"A bad hire can be an inconvenience for a large organization. For a small business that doesn't have the same margin for error, a new hire in the wrong role at the wrong time can be a near-death experience. The leverage of an individual in a small business is huge, which is why small business owners have to move beyond sink or swim."
Michael Watkins, Harvard Business School Professor and
author of The First 90 Days
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Overview
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With The Behaviour Based Approach to Interviewing, a hands-on, accelerated learning programme, your managers will develop the skills to make hiring decisions based on a candidate's previous accomplishments instead of their own personal biases and gut feelings. In this hands-on accelerated learning programme, participants will learn how to:
- Identify the skills that are essential for success in the position and your organization
- Develop and ask effective, behaviour based questions
- Develop structured interview guides
- Build rapport with candidates
- Develop and conduct legally defensible interviews
- Measure skills objectively instead of personality
- Assess a candidate's ability to thrive in a rapidly changing environment
- Make decisions based on data rather than gut feelings
“... by far the most practical course I have ever taken.”
Gary Tune,
Director, Product Logistics, Marketing
Bell Mobility (Canada)
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Course Length
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2 or 3 day format
An accelerated 1 day session is available for highly experienced interviewers only.
“I found the course very informative. I improved my interviewing skills tremendously by applying the techniques I learned.”
Patricia Wong,
Assistant Manager, HR
OCBC Bank (Malaysia)
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Benefits
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A behaviour based approach to interviewing will greatly increase the ability of your managers to predict whether or not a candidate will be successful. It is based on the premise that the best predictor of future performance is past performance. The Journal of Applied Research has reported that behaviour description interviewing has the highest predictive validity of any selection methodology.
Before each session, all participants will complete participant profiles so that we can determine whether to use conservative or creative approaches with each group. This
programme provides many opportunities for participants to select the exercises that are most compatible with their learning styles. The results? Improved skill mastery and increased retention.
“The emphasis on practicing the skills
learnt, though at times painful, was very
useful. Ultimately I was left with a feeling of
having done a good beginning....Anne has an excellent grasp of the subject. The
expert in her really commanded
my respect.”
M B Sakorkar,
LTITL (India)
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Agenda
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- Behaviour Based Vs. Traditional Interviewing
- "The Interview" Video Analysis of Traditional Interviewing Pitfalls
- Biases Vs. Behaviour
- Formulating Behaviour Based Questions
- Interviewing Skills Overview
- Interviewing Skills Smorgasbord
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- "More Than a Gut Feeling" Video & Analysis
- "You Be the Judge" Video & Discirmination in Hiring Trial Simulation
- Human Rights Tribunal Simulation
- Interview Guide Formulation
- Panel Interview Simulations
- Assessment Skills & Hiring Decisions
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Detailed Outline
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Self Study Module (1 - 2 Hours)
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This module is an interactive workbook to prepare you for the session. It covers CRITICAL information so that we can devote most of your time during the training session to acquiring and practicing the skills that are need to conduct effective interviews. It is an essential component of the programme. To derive maximum benfit from the self study module and the programme, it is important to complete all written exercises and bring them with you to the course.
- The Truth About Selection Interviews
- The Behaviour Based Approach: An Overview
- Designing Interviews
- Techincal Skills, Performance Skills and Values
- Ensuring Equity
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Training Session (2 Days)
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Overview and Context
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The interview is the most widely used selection tool in most industries around the globe. However, due to the fact that many candidates receive coaching about resumes, dress and how to handle typical interview questions, it can be challenging to assess how well they will fit your environment. During this module we will explore the pitfalls of traditional interviews and how a behaviour based approach to identifying your requirements and a behaviour based approach to interviewing can improve your effectiveness in selecting right people for your team.
- Selection for Competitive Advantage
- Course Overview
- Team Management Process
- Selection Process
- Behaviour Based Interviewing Process
- Traditional Interview Questions
- Pitfalls of Traditional Interviews
- Behaviour Based Vs. Traditional Interviewing
Key Definitions:
- Skills - Technical and Performance
- Behaviour Based
- Anchors
- Performance Skills
At the conclusion of this module, delegates will be able to:
- Describe the 4 phases in the behaviour based interviewing process
- Identify the 5 pitfalls of traditional interviews
- Identify the 5 most frequently asked interview questions and why you should avoid them
<:LI> Identify and use the 6 key probing questions
Instructional Activities:
- Rapid Re-cap (In Pairs to Review Self-Study Module)
- Video: "The Interview"
<:LI>Analysis of Traditional Interviewing Pitfalls
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Designing Interviews
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Effective interviews don’t happen by chance. Instead, they are the result of careful planning and design. The first step in designing effective interviews is to pinpoint the skills that are critical for success in your organization and the specific position that you are attempting to fill. The final step is to pull together a well structured, interview guide with specific skill definitions, questions to help you collect information to assess each candidate, rating scales, probing questions, and ample room for note-taking. We will guide you, step by step through the process of designing effective interviews and give you some tools to jumpstart the entire process.
- Interview Design Process
- Behaviour Based Question Demo
- Formulating Behaviour Based Questions
- Designing interview guides
At the conclusion of this module, delegates will be able to:
- Identify the skills that are key success factors for your organization
- Develop skill definitions that are specific, objective and measurable
- Pinpoint the factors that essential for success in each position
- Formulate interview questions that are behaviour based
- Avoid the 3 most common questioning pitfalls
- Design interview guides quickly and easily
- Design interview guides that are structured and user friendly
Instructional Activities:
- Behaviour Based Question Development
- Video: The Interview - Parts 2 & 3
- Pick 4 Practice Session
- Converting Questions
- Interview Guide Development
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Conducting Interviews
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The only way to master as skill is trough intensive practice and repetition. This programme will start with a review of the fundamentals and gradually build to mastery of some of the most complex interviewing skills that you will need to handle difficult interactions.
- Interviewing Skills Overview
- Building Rapport
- Probing for Specifics
- Controlling the Interview
- Protection Rackets - Dealing with the Evasive Candidate
- Probing for Contrary Evidence
- Note Taking
- Verifying Answers
At the conclusion of this module, delegates will be able to:
- Build rapport with candidates
- Assess a candidate's ability to thrive in a rapidly changing environment
- Collect relevant information to help you determine how well a candidate will perform in your environment
- Develop proficiency and comfort in taking notes
- Encourage shy candidates to open up
- Deal more effectively with candidate’s who are evasive
- Weed out candidates who are lying or making up answers
- Re-gain control of the interview when candidate’s are overly talkative
- Put nervous candidates at ease
- Encourage candidates to be candid about unfavourable aspects of their backgrounds
Instructional Activities:
- Intensive Interviewing Skills Drill with a series of increasingly advanced exercises to master 8 key interviewing skills
- Video: "More Than a Gut Feeling"
- Lie Detector Test Exercise
- Chatterbox Exercise
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Ensuring Equity
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Sometimes our personal biases and filters prevent us from selecting the best candidate. This session is intended to increase your awareness and eliminate this barrier to effective hiring decisions.
- Behaviour vs. Personality
- Biases Vs. Behaviour
- Stereotyping in Action
- Ensuring Equity in Note Taking
At the conclusion of this module, delegates will be able to:
- Develop and conduct legally defensible interviews
- Identify and overcome personal biases that interfere with effective decision making
- Objectively assess the strengths of candidates from different cultural backgrounds
- Avoid the pitfall of placing too much emphasis on body language
- Develop strategies to detect and avoid on the basis of sex or cultural factors
- Steer clear of hiring practices that could lead to complaints or negative publicity
Instructional Activities:
- Stop Watch Exercise - Body Language Pitfalls
- Wrongful Dismissal Trial Simulation
- Video: You Be the Judge
- Case Study: Human Resources Complaint Simulation
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Interview Simulations (Mock Interviews)
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You will have an opportunity to conduct a minimum of 1 individual and one panel interview using structured interview guides. You will be amazed at the amount of confidence you develop during the session and the exponential growth in your skills as a result of the intensive skills drill and the simulations.
- Types of Interviews
- Individual Interview Planning Session
- Preparing for Panel Interview
At the conclusion of this module, delegates will be able to:
- Prepare effectively for interviews even within tight timeframes
- Maintain rapport with candidates even when addressing shortcomings or asking difficult questions Compensate for some of the deficiencies inherent in the individual interview process
- Conduct panel interviews with comfort and ease
- Help candidates relax and open up during panel interviews
Instructional Activities:
- Interviewer Feedback Checklist
- Individual Interview Simulations
- Panel Interview Simulations
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Rating Interviews
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This module will give you strategies to objectively rate and select the candidates who will have a high likelihood of success in your environment. You’ll learn why to NEVER use the weighted average method for ratings and a more effective alternative.
- Skills Assessment Process
- Honing Your Assessment Skills
- Assessment Pitfalls
- Using Behaviour Anchored Rating Scale (BARS)
- Improving Selection Decisions
At the conclusion of this module, delegates will be able to:
- Make decisions based on objective data rather than hunches or intuition
- Avoid the top 6 assessment pitfalls
- Use Behaviour Anchored Rating Scales to ensure consistency of ratings between interviewers
- Zero in on the most critical data for selection decisions
- Avoid the trap of putting too much weight on irrelevant information
- Rate skills objectively without allowing personal biases cloud their ratings
Instructional Activities:
- Rating Interviews Exercise 1
- Rating Interviews Exercise 2
- Panel Interview Rating Simulation
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To describe your requirements and find out how we can help you achieve your objectives, please submit the Booking Request Form that you can access through the Book Services tabs or links.
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