Key learning outcomes

Develop and ask effective, behaviour based questions
Pinpoint critical success factors
Develop structured interview guides
Develop the skill to control the interview
Probe and question strategically
Build rapport with candidates
Develop and conduct legally defensible interviews
Use reflective listening to encourage self-expression
Measure skills objectively instead of based on personality
Assess a candidate’s ability to thrive in a rapidly changing environment
Make decisions based on data as opposed to gut feel
Manage the image of the organisation
Recognise and respond appropriately to the difference between generational values

Course Description

What is different about it?

The essential difference is that interviewing is a behavioural diagnostic tool that asks competency-related questions that focus on past examples of demonstrated ability rather than asking hypothetical questions. E.g. ‘when did you demonstrate…’ rather than ‘what would you do if…’

Why do companies use behavioural interviewing?

You can design specifi c behavioural questions to determine which candidates possess the particular competencies required. You can unearth whether candidates have demonstrated these competencies in past work experiences and how past performance relates to the requirements of the role.
You can use reference checks to validate the specifi c situations events and examples that candidates provide in the interview. This reduces the ability for candidates to use hyperbole and hide important information.

How will it assist your people?

This interactive practical one day program is designed to develop the skills of interviewers through an experiential learning process. Interviewers will be invited to design and evaluate their own recruitment process, thereby allowing the knowledge to be embedded. Your people will be required to challenge their own thinking and to question their perceptions, biases and beliefs about people. This program was designed in Australia to help your people to:

Develop a selection approach for Competitive Advantage.
Develop competency in targeting talent.
Interpret data correctly and position information quickly.
Ensure your people are aware of what questions cannot be asked.
Assess the impact of Behaviour Based Interviewing vs. Traditional Interviewing.
Identify ways in which current selection skills can be enhanced.
Generate a willingness to be self-aware and seek feedback with the purpose of eliminating ineffective selection strategies.

What does a typical program outline look like?

Self-awareness

Self-awareness allows us to identify ineffective behaviours in the interview process
Behaviour can be a stumbling block to success
Choose our behaviour and choose our results
Identify and label personal bias, ineffective thinking and reactions

Building rapport

Rapport is more than respect and communication
Build relationships by “getting into the world of others”
Generate rapport with people whom we see as different to ourselves
Use body language to understand others and build rapport
Rapport as an interview technique

Team effectiveness

Design interview processes as a team
Use objective guidelines to make decisions
Maintain code of conduct
Avoid temptation to redesign the process
Respect diversity of ideas

Avoid basic interview errors

Collect relevant information to help you determine how well a candidate will perform in your environment
Develop proficiency and comfort in taking notes
Aggregate statistically significant candidate data
Encourage shy and nervous candidates to open up appropriately
Deal more effectively with candidate’s who are evasive
Identify candidates who are creating answers
Re-gain control of the interview when candidates are overly talkative

Design the interview process

Selection for Competitive Advantage
Team Management Process
Selection Process
Behaviour Based Interviewing Process
Behaviour Based Vs. Traditional Interviewing

Interview guide

Identify the skills that are essential for success in the position and your organization
Develop and ask effective, behaviour based questions
Develop structured interview guides
Measure skills objectively instead of responding to personality
Assess a candidate’s ability to thrive in a rapidly changing environment
Make decisions based on data rather than gut feelings

Develop and conduct legally defensible interviews

Identify and overcome personal biases that interfere with effective decision making
Objectively assess the strengths of candidates from different cultural backgrounds
Avoid the pitfall of placing too much emphasis on body language
Develop strategies to detect and avoid bias on the basis of gender or cultural factors
Avoid hiring practices that could lead to complaints or negative publicity

Ensuring Equity

Increase awareness
Eliminate inappropriate barriers to effective hiring decisions
Behaviour vs. Personality
Biases vs. Behaviour
Stereotypes & prejudices
Ensure equity in note taking
Develop and conduct legally defensible interviews
Respect generational values

Would you like to attend this program?

For maximum effectiveness, this program is best conducted as an in-house program.

Ideal group size: 3 to 8 participants

Venue: For your convenience, you can choose to conduct this program at your business premises Alternatively, we can provide a training venue at a small additional cost.

Duration: This program can be adapted to meet your requirements.

Cost: Price on request.

Target Audience: Employees, Supervisors, Team Leaders, Senior Managers or CEO’s.

If you would like more information on this training program, please contact: Melinda Kavanagh – Marketing Manager 1300 323 752 Email: mkavanagh@preftrain.com

Assertiveness Training Course 4.4 out of 5 based on 47 user ratings.

We offer in-person Behavioural Interview Interviewing Tips Training Course, programs and workshops run by expert trainers to organisations across Australia. Our programs are available in Melbourne, Sydney, Canberra, Adelaide, Brisbane, Perth and other areas of Australia. If you’re looking for Behavioural Interview Interviewing Tips Training Course “near me”, save yourself some time and contact us today. Wherever you are in Australia, we can come to your organisation or organise a venue for in-person training, workshops and skills programs. Find out what Preferred Training Networks can do for your organisation. Get a free online quote now or give us a call today on 1300 323 752 to discuss your requirements or explore our full range of courses.