The candidate interview is a vital component of the hiring process. To hire the most qualified candidates, human resource professionals and hiring managers must be well informed on how to conduct interviews effectively. This training will provide an overview of various interviewing methods, both structured and unstructured. It discusses the most widely used types of interviewing—telephone prescreen, direct one-on-one and panel interviews—and explains the objectives and techniques of behavioral, competency-based, and situational approaches to interviewing.
Employers must be aware of prohibitions on asking certain types of questions during employment interviews. This training presents some basic guidelines for interviewers to follow to avoid claims of discrimination or bias in hiring, and it lists examples of questions not to ask job applicants.
With careful preparation, HR professionals and hiring managers can make the most of employment interviews and obtain the information they need. Preparatory steps include selecting a method of interviewing, drafting useful questions, phrasing questions properly and sharpening one's listening skills.
Importance of this training
Interviewing is an important step in the employee selection process. If done effectively, the interview enables the employer to determine if an applicant's skills, experience, and personality meet the job's requirements. It also helps the employer assess whether an applicant would likely fit in with the corporate culture. In addition, preparing for an interview can help clarify a position's responsibilities.
Moreover, to the extent that the interview process leads to the hiring of the most suitable candidate, it can help contain the organization's long-term turnover costs. Applicants also benefit from an effective interview, as it enables them to determine if their employment needs and interests would likely be met.
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