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Making the Job Interview More Effective

Ask an HR professional which the most important tool for selecting a candidate is, and the pre-employment interview is likely to emerge as the overwhelming answer. Few other means get close to the interview as a tool for helping an organization with the hiring. No other method helps the organization’s HR assess the suitability of a candidate.

Despite the extreme importance of the interview, many organizations fail to derive the high value that it is capable of delivering. This is because they fail to understand that the interview can be a potent tool for helping the organization to assess the candidate, but only if it is structured properly. Most interviews fail to elicit the best from a candidate because they do not have the depth and incisiveness needed for doing this. A wily candidate could artfully trick the interviewer into mistaking what she wants to hear for real ability.

Is the interview per se to be blamed for this? No. It is not so much the interview itself, as much as the way in which it is done, that is responsible for this situation. Why this happens is that candidates can easily trick untrained and unskilled interviewers and can get ahead of them in guising what is undesirable in them and overplaying their attractive qualities. If an interview fails to get the best out of a candidate, its purpose if largely unserved. This is what an unstructured interview does. It is likely to select an unsuited candidate and end up hiring a bad resource for the organization.

A thorough understanding of the techniques for making the interview more effective

With some thoughtfulness and insight, interviews can become more effective. It is never impossible for organizations’ HR to learn this art and inculcate it into their interviewing practices. When the interviewer is armed with the right techniques, the interview becomes effective and impactful and results in the company finding the right fit, something that is of vital importance to it. A few principles need to be adapted and applied to help companies achieve this.

Want to know which these are? These will be taught at a webinar that TrainHR, a highly acclaimed provider of professional trainings in the areas of human resources, is organizing. Harold Brull, a senior HR professional and a licensed psychologist who has taught industrial/organizational psychology at the undergraduate and graduate levels for many years, will be the speaker at this session.

Please register for this learning session by visiting TrainHR

This course has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Benefits for HR professionals across the board

This webinar is designed to help professionals, irrespective of whether they are new or are veterans, imbibe the right practices for interviewing. Harold will show participants the ways of using powerful and accurate means to conduct interviews. He will also give an understanding of how interviewers can increase the chance of selected candidates accepting the offer.

The following areas will be covered at this webinar:

  • The structure of competence
  • How to analyze a job's requirements
  • Interview information categories
  • The best predictor of future behavior
  • Principles of good interviewing
  • Errors to avoid
  • Designing interview questions
  • Follow-up probing
  • Interpreting information
  • Using multiple interviewers.

This session is of high value to professionals who are involved in hiring, such as HR Generalists, HR Managers, Line Managers involved in Hiring, and Business Owners.

 

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