3-Day Talent Selection with Behavioural Event Interviews

This intensive training covers the Behavioural Interview Technique developed by Dr. Paul C. Green, an industrialist organisational psychologist. The Behavioural Event Interviews is based on the premises that PAST BEHAVIOUR IS THE BEST PREDICTOR OF FUTURE BEHAVIOUR.

This Training emphasizes on Col. John C. Flanagan's Critical Incident Technique and S.T.A.R. methodology to ensure the Behavioural Interviews are structured.

Ultimately, the good recruitment and selection interview will assess candidates against each essential criteria or competency, asking questions that include:

• Past behaviours and performance
• Learning from past behaviours
• Future adaptability to new post
• Knowledge and understanding of issues in relation to the post

These techniques improve the hiring of the right candidate by 300% (quoted from Dr. William W. Larson).

• How to be more effective in conducting a hiring interview
• How to predict a candidate's future job performance
• How to hire people who will be truly successful in their jobs

1. CHALLENGES, TRENDS, COSTING & LEGAL

OBJECTIVES: (1) Feedback to each participant's hiring issues, concerns and challenges in selecting the Right Talents for their organisation; and (2) alert, review and (re-)emphasise the importance of Right Hires through the effects and consequences on the affected people / organisation(s) especially in terms of unnecessary costs and legal cases.

GIVEOUT: Template for Employee Turnover Costs Calculation

2. INTERVIEW SELECTION PROCESS

OBJECTIVES: (1) Implement a systematic and structured Interview Selection Process; and (2) experiential learning of the first 2 selection "filters", ie,match CVs to JD (1st) and phone screen (2nd), of ALTHEA 's Interview Selection Process Flowchart.

GIVEOUT: ALTHEA 's Interview Selection Process Flowchart; template to itemize questions needed for the Phone Screen prior to phone calls; and template to evaluate / assess Phone Screen call as continuous learning after workshop.

3. INFORMATION COLLECTION TECHNIQUES & METHODS

OBJECTIVES: Learn through technical theories and experiential exercises on extracting relevant information for effective Talent Selection decisions based on proven Questioning Techniques: Critical Incident Techniques and S.T.A.R. Method; also to stay in control of the Interviews.

GIVEOUT: Templates of Job Description and Reference Check

4. EXTRACT, DECIPHER, VERIFY & CONFIRM

OBJECTIVES: Participants learn through experiential exercises to extract, decipher, verify and confirm the relevant information for effective Talent Selection decisions based on BEI rationale that past behavioural / performance is best predictor of future behaviour / performance, including (1) how to code interviewees' responses against Technical and Behavioural Competencies and against the Job's role and responsibilities; (2) how to "interpret" their answers and responses, particularly to effectively assess beyond the convincing "smooth talkers"; (3) indirectly learn how to write up JDs since the key elements of the Job needed to be benchmarked for selecting candidates; (4) extract information from Referees to confirm Interviewees' information.

5. MORE ON INFORMATION COLLECTION IN INTERVIEWS

OBJECTIVES: Sharing and learning from each other's experiences in handling potentially difficult interviews to promote participants' (ie interviewers') confidences: include difficult interviews and common interview mistakes.

6. INTERVIEWEES' BEHAVIOUR AT INTERVIEWS

OBJECTIVES: A fun module on behavioural patterns of interviewees at interviews to spot possible lies and deceptions using proven techniques such as for body language, macro / micro expressions and vocals.

GIVEOUT: small mirror each

7. ETHICS IN INTERVIEWEES' RESPONSES

OBJECTIVE: Unethical practices at workplace is a major concern for Employers, thus specific attention given to interpret and identify ethical practices in interviewees' responses.

8. SPOT LIES & DECEPTIONS AT TALENT SELECTION & ACQUISITION

OBJECTIVE: Understand the rationale behind the lies and deception, differentiating and identifying the degree of seriousness of such lies and deceptions for effective decisions on Right Hires.

9. EXPERIENTIAL EXERCISES: MOCK BEHAVIOURAL EVENT INTERVIEWS

Role Plays over DAYs TWO and THREE using actual JDs and CVs.

GIVEOUT: Templates for Interviewee Assessment Form & Interviewer Assessment Form

CONCLUSION

Best practises and cases of Interviews that have successfully selected Right Hires

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• Competency-Based Interviewing Skills
• Interviewing Skills for Non-HR Personnel
• Behavioural Event Interview Skills
• 1-Day Talent Selection with Behavioural Event Interviews
• Right Hires with Behavioural Event Interviews
• More other Human Resource Management Training Courses