Interview Skills Interviewing is all about finding the best person for the job and knowing how to build a positive image of your organization among all candidates. A real recruitment error it is to discover faults, shortcomings and incompatibilities after recruitment, when they could have been identified before. Who Should Attend This course is aimed at anyone involved in interviewing. Key Features This workshop will utilise your organizations own job descriptions as well as job descriptions of potential new hires selected by participants or a job description of one of their staff members and emailed to Castle Oil Services in advance of the training. The workshop will use a ‘best practice’ approach. Video role play of the first contact, the interview itself and closing the interview will feature. Program Objectives To inject best practice into the management of interviewing and recruitment by improving participants’ ability to understand: § plan an interview schedule  § prepare for interviews § know how to screen CV’s and ‘score’ against identified job and candidate requirements § prepare proper questions - biographical and competence based - and prepare answers to questions candidate’s may ask § know the difference between interviewing and simply asking § taking notes - mental and written § body language interpretation § be aware of cultural differences Sample Program Content Day 1 § Welcome, introductions, workshop content and objectives § Overview of a typical recruitment process: the 8 stages after a vacancy has arisen: Day 2 § When to recruit and when to restructure – best practice approaches § Identifying job & candidate requirements - Establishing the selection criteria used to screen CV’s - Establishing questions (assessment) to be used during an interview § What are the most popular recruitment channels? § Screening CV’s - Handling large numbers of CV’s using various techniques e.g. sifting, ‘mental’ scoring etc. - Seeing through CV’s (overview of the common tactics used by candidates) Day 3 § Decide stakeholders to (be involved) during the interview § Questioning types - their value and validity - The power of questions: using open, closed, probing, biographical and competency questions - The dangers of asking leading, biased, halo effect and/or closed questions - Asking questions with reference to your organization’s competences - Uncovering the skills, knowledge and behaviours we expect § Dangerous questions - Boundaries we must never cross Day 4 § Preparing for the first interview (video role play with immediate feedback) - Preparing the interview room, tea/ coffee etc. best practice - The role of the introduction and creating a relaxed environment - Body language and cultural differences § Conducting a successful first interview (video role play with immediate feedback) - Using prepared questions based on the job and candidate requirements, gaps in the CV identified during the screening process and biographical and competency questions related to your organization’s competences - Active listening for interviewers - How to get more specific answers - How to show a listening attitude Day 5 § Preparing for questions candidates may ask § Recruitment Pitfalls - Summary of the most common mistakes made by interviewers § Closing the Interview § After the Interview - Writing the interview notes - Who to invite to a second interview - Giving feedback § Planning the next interview § Program summary, evaluation and close