CONDUCTING EFFECTIVE INTERVIEWS

Given that the productivity of the company depends on the productivity of its staff, one cannot stress how crucial correct recruitment is to the companys survival. In addition to the HR team, the technical team plays a key role in representing the company and in screening the candidates. It is essential that they find a balance between selling the company and screening technically. oreover, this has to be done amidst the regular pressure and deadlines of their high profile !obs. "ur program in conducting effective interviews will help participants appreciate the importance on the interviewing process in #uality recruitment. $hey will know how to prepare for and conduct interviews effectively so that whatever the outcome, the candidate leaves with a positive impression of the company. Course Objective $o enhance and perfect participants Interviewing skills so that they are able to recruit candidates best suited to the organi%ation. $he will be taught the knowledge and skills used in the Rapport Investigate C!ose "RIC# process for technical competency assessment. $eve! %& Course contents an' ( Da) progra* +!o, RIC process

T-e RIC intervie, process an' its i*portance Greeting the candidate Introduction &reaking ice 'genda ( "b!ective ( $ime Information about company Gather information 'nswer #uestions )lose

.reparation +or t-e intervie, ti*e *anage*ent Interviewing checklist *nderstanding essentials and desirables 'ligning the recruitment value chain Reading the resume $elephone screening tactics Opening an' bui!'ing rapport Importance or rapport building $echni#ues to build rapport /e-aviora! Intervie,ing tec-ni0ues *nderstanding competencies across different roles +eveloping #uestions to assess for these competencies $he best indicator of future performance is past performance *sing the ,idth and +epth grid to structure the fact-finding aking a decision based on the data 1uestioning tec-ni0ues "pen )losed .roblem solving .robing 2ctive !istening eva!uation o+ responses an' bo') !anguage .araphrasing *nderstanding candidates body language 1uestions Responding to candidates #uestions /uestions that reflect bias of the interviewer /uestions that should not be asked

Wrapping up on a positive note $ips and guidelines Docu*entation an' +ee'bac3 0trengths and limitations )ompare candidates 1ustify decision Reasons for non-hire

$eve! (& 4a!+ Da) Ca!ibration E5ercise& /ui!'ing t-e Co*petenc) Gri' Intact groups from each business unit ( technology group will attend this calibration e2ercise, after they have attended the 3-+ay Interviewing 0kills workshop. In this session, each group will fill the )ompetency Grid for its group, draft #uestions, agree on assessment levels, and practice using the Grid. $he ob!ective of this session will be to bring clarity within each intact team as to what they look for and how they assess it for different levels of selection. $his will bring about consistency in the recruitment process.

$eve! (& /ui!'ing t-e Gri' *nderstanding the Grid for each unit ( technology groups needs 'greeing on competencies needed for 4 key levels +efining assessment levels 'rriving at a common understanding of essentials and desirables +rafting and reviewing #uestions to assess at each level .ractice session to use the completed Grid

$eve! 6& Certi+ication .rocess 'fter participants have completed 5evel 6 and 3, and have conducted at least 7 live interviews using the RI) process, they are eligible to enter the certification process. In this process, an assessor will sit thru and observe the interviewer in one or two live interviews, using an assessment tool. Interviewers clearing the assessment process will then be certified as competent to conduct interviews.

7et-o'o!og) $he methodology is very interactive8 it is based on e2perience sharing and drawing out learning from the group. Role-plays are video shot and replayed so that participants can evaluate their body language and observe their current interview techni#ues. 'fter trainer presentation on the correct process and techni#ue, the participants will go through practice sessions and then be video shot again to track improvement.

Su**ar) an' Overvie, o+ t-e Training an' Certi+ication .rocess

$eve! %& ( Da) ,or3s-op on t-e RIC process o+ Intervie,ing

$eve! (& 4a!+ Da) Ca!ibration E5ercise& /ui!'ing t-e Co*petenc) Gri'

$eve! 6& Certi+ication .rocess