An Evidence-Based Approach to Hiring the Right Candidate
Formats: Self Paced, Live, Guided Learning
How You Will Benefit
A survey by CareerBuilder found that 69 percent of organizations have been adversely affected by a bad hire in the past year. A bad hire was considered someone with any of the following issues: poor performance, failure to get along with others, negative attitude, attendance problems, and complaints from customers. The consequences included any of the following: lost productivity, time required to hire and train another person, drag on morale throughout the department or organization, loss of sales, and legal issues.
A survey by Robert Half Finance & Accounting found that poor performance was the number one reason that resulted in a failed hire. A poor skills match was the second most-cited reason. In addition, failed hires result from a “culture clash,” where the new hire doesn’t fit in with the company culture. Behavioral interviewing is an evidence-based approach for ensuring you hire the right person for the job, effectively minimizing all of these potential problems.
Successful completion of this course will increase your ability to:
- Identify general competencies and translate them into performance criteria.
- Recognize the characteristics of and effectively develop behavioral-based questions.
- Explore useful techniques for reviewing resumes.
- Identify the elements to look for in candidates’ answers to behavioral-based questions.
- Follow a structured method for evaluating candidates objectively.
Key Topics Covered
This course explores the following subjects in depth:
- Developing a list of general competencies needed for the position.
- Translating general competencies into detailed performance criteria.
- Using general competencies and performance criteria to develop behavioral-based questions.
- Recognizing the characteristics of effective behavioral-based questions.
- Developing behavioral-based questions according to the competencies necessary for the position and the organizational culture.
- Knowing when and how to develop appropriate follow-up questions.
- General tips for reviewing resumes, including how to apply the “SPOT” process.
- Targeting areas on a resume that will need further explanation or clarification during the interview.
- General tips for interviewing candidates and conducting an interview with colleagues.
- Identifying the three most important elements to look for in a candidate’s answer to a behavioral-based question.
- Understanding the behavioral interview process from multiple perspectives.
- Using a structured method for evaluating candidates objectively.
- Creating a candidate evaluation form.