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image001Excellent hiring requires an effective hiring process staffed by managers who know how to interview candidates well. We need facts to make good hiring decisions. Getting those facts isn’t easy. It takes skill and an environment that facilitates candid conversation between job candidates and interviewers.

Our one day training exercise, The Art of Strategic Interviewing, prepares managers for identifying and hiring talent, and to eliminate costly bad hires. Here’s a detailed outline of the program…

Planning the Interview - Managers learn to identify those job requirements they plan to investigate during the interview and how to create questions that open up discussion around those requirements.

Investigative skills – Good interviewers are at first, good detectives. They meticulously pursue facts and evidence that the applicant can, or cannot, perform job requirements.

The Skill of “Behavioral Interviewing” - Past behavior is the best predictor of future behavior. When an interviewer is aware of the human behaviors needed to succeed in the job, the most important skill of interviewing is determining if candidates have demonstrated those behaviors in their past. We give your managers a few simple tools and techniques that make behavioral interviewing habitual.

Creating an open and honest dialog – Good detectives are easy to talk to and make it easy to “open up”. Good interviewers are a lot like good detectives. We teach managers how to keep things positive to keep the information flowing. Sometimes this means breaking some very old habits.

Discernment…. understanding the “REAL” candidate – We teach managers how to separate fact from fantasy. Good interviewers exercise good judgment. Managers learn to separate candidates’ opinions, false self perceptions, and sometimes out right deception from truth. We train interviewers how to discover who the candidate really is.

The impact of interviewer attitude - We make sure that managers understand the impact that job change has on the candidate and the company. Managers have a moral responsibility to take their role as interviewer very seriously. Changing jobs – choosing an employer – is a major event in life and a well trained interviewer is in the best position to prevent terrible hiring mistakes.

When to follow your instincts – There is nothing wrong with gut feel in a job interview. In fact, in some circumstances it can be quite helpful. We teach managers when to listen to it and what to do if there “instincts” are telling them something is wrong.

Reacting to inconsistencies – Inconsistent answers frequently surface in a good hiring process and well planned interview. In some cases, they’re communication issues… either the candidate didn’t hear the question right, or the interviewer didn’t ask it right. But in other cases, inconsistencies are serious business and clues of deception. We show your managers how to know the difference and what to do about them.

Maimage003intaining objectivity in your hiring process – Interviews must control their objectivity as job candidates’ move through your hiring process. We show them how to maintain the integrity of your hiring system and how to prevent biases from clouding their judgment.

The program is highly interactive as managers are given the opportunity to apply the lessons they learn. Your managers will take home more than “something to think about”. They’ll take home “something to do” and new skills for better interviews.

The program is certifiedfor 7 credit hours by the Human Resource Certification Institute

For more information or questions, please click here.