This quick, yet comprehensive, one day ‘Interviewing Success – Good Hiring Decisions’ workshop is intended for all executives, managers, supervisors, and leads who participate in the interview and hiring process. In these competitive staffing times, effective interviewing is of great importance. This program addresses staffing strategies that will support management in the development of detailed job descriptions, defining the relevant experience, skills and abilities needed to perform the job successfully, screening of applicants, developing effective interview questions, conducting effective interview and subsequently selecting ‘top-candidates’ to fill positions.
Hire top talent – the right way – every time.
A2 – Notes
It has been determined through an extensive needs analysis that management requires training on effective interviewing. There have been many situations where employees were hired and were not successful in their positions, team environment or with the company in general.
Once the needs analysis was completed, the objectives of the training were determined (below in greater detail).
The decision to design the program “in-house” was made as other training materials and data existed, could be compiled and subsequently an effective training program could be developed. Since developed in house no RFP was required.
Content was then developed (below in greater detail).
How long will each session be? Need to take into account which sections may take longer, which will be shorter.
How many sessions will there be before breaks?
Need to ensure there are not extensive periods of trainees just “listening” – need to break up sessions and timing to ensure they are engaged.
Session is only 8 hours, need to be realistic about what can be achieved.
Need to make time for ‘objectives’ and also account for the “unexpected”.
Timing of the actual training session (E.g Date,
Required training content determined from the needs analysis and training objectives.
“What topics should be presented to meet the needs and accomplish the objectives” (Pg. 144 Saks et al).
Which training methods will be used? (This will be ‘Active’, with some one-way vs two-way communication, and some informational sections vs experiential, etc.). This session will include some informational modules, but will allow for active learning and ‘practice’ opportunities.
Sequence of modules – logical flow, ensure one concept/strategy leads to the next in a smooth manner. Trainer(s) will verify learning via questioning, activity results before moving on to successive sessions/modules.
Smaller “chunks” of information, avoidance of large amounts of text/information – thus avoiding cognitive overload.
Learning style considerations – ensure modules target each ‘style’. Visual aids, videos, brainstorming, charts, etc.
The training methods chosen for this session will promote productive responses and will actively engage.
Active participation = enhanced and engaged learning.
Active practice – E.g. Mock interviews during session.