Too often, top sole contributors are rewarded with a Manager position in their companies. What was their first duty as a Manager? Fill their old position. When were they trained to effectively interview candidates for their old position? 

If an organization does not have an established Interview program, what happens? Other Managers in the company also have not been trained. This leads to people who are hired who do not fit the need of those positions and that leads to dissatisfaction among staff, lost productivity, and profitability.

Remember, a Manager who has not been trained to Interview Effectively, certainly has never learned how to Select The Best Qualified Candidate that is a Cultural Fit.

This 90 minute webinar will provide attendees with a better understanding of the structure of a candidate interview while briefly touching on the legal aspects to prepare these Managers for effective interviews. Then we do a deep dive into the 8 Different Ways they may structure interview questions while dissolving some myths about interviewing. The expected outcome is a better prepared candidate interviewer.

Course Objectives:

• Provide a brief introduction to effective candidate interviews touching on the legal aspects and proper structure of the interview.

• Develop an understanding of the cost of a poor hire.

• How to prepare for a candidate interview

• Deep dive into the 8 different ways to structure the interview questions, including one method to sometimes learn more about a candidate without asking an additional question.

Course Outline:

Effective interviewing takes practice, just as in Athletics, the Arts, and Professional Speaking. This 90 minute webinar provides everything an interviewer needs to create an interview that nicely informs them on a candidate’s experience, skills, and many times, work ethic.

By now, almost everyone has heard about the benefits of Behavioral Interview questions (and there are many) but few people understand why to create Behavioral Interview Questions. 

What is a Manager’s FIRST Responsibility while interviewing?  LISTEN! I have witnessed Managers interviewing candidates many times as a Talent Attraction Consultant in my client companies. Instead of listening to the response of a candidate to their question, they are looking at their list of questions. I see their face light up when they spot another question, and can almost read their mind thinking, “I can’t wait to see how they answer This One!” Meanwhile, they miss a point that the candidate makes in the current response that merits a follow-up question.

These are the 8 Different Types of Questions that we will cover, how to structure them, and why to ask them.

1. Behavioral Questions

2. Direct Response Questions

3. Combination Direct Response with Behavioral elements

4. Combination Behavioral with Silence

5. Compare/Contrast

6. Example

7. Echo

8. Yes/No

Once a Manager masters these methods to interview candidates, the outcome will be better qualified Employees. EXPECT SUCCESS! 

What You Get:

• Training Materials

• Live Q&A Session with our Expert

• Participation Certificate

• Access to Signup Community (Optional)

• Reward Points

Who Will Benefit:

The following Professionals from All Organizations – large to small – benefit:

• Executives

• C-Suite – Chief Operating Officers

• Senior Managers 

• Managers

• Human Resources Leadership

• Human Resource Managers