Course Outline
Effective Interviewing Skills and Techniques
Overview
Interviewing is a crucial skill for any professional, whether you are hiring, selling, negotiating, or collaborating. But how do you conduct an effective interview that elicits the information, insights, and impressions you need?
In this article, we will explore some of the most effective interviewing techniques and tools that you can use to improve your interviewing skills and outcomes.
Interview Skills and Techniques is a process of hiring the right fit by studying, analysing, and assessing the profile from the set of candidates applying for the job. Interviewer has to possess a clear picture of what kind of person the organization wants to hire. Hence, an updated description of job and responsibilities must be prepared before the interview.
Senior Trainer
Dr Grace Tan
More than 25 years of training experience in various industries
Started to conduct training in 2001 in two international banks
Former Professor in University of Greenwich (UK)
Held various Senior HR, Marketing and Management roles in MNCs and SMEs
Certified Trainer and Accredited Trainer from HRD Corp
Trained over a few thousands of HR personnels, marketing personnels and management levels in the past 25 years
Duration
2 days
Learning outcomes
Upon completion of this course, participants will be able to:
Explain the meaning of interview skills in line with their organisation and industry
Acknowledge the importance and benefits of interview skills and techniques
Differentiate between Interview skills and techniques
Know the skills required and carry out effective interviews
Have a structured process of hiring the right candidate
Plan and prepare for the interviews by oneself and the panel
Learn to set the right expectations with the candidates
Prepare the repository of questions to ask in advance, verified by the hiring leader
The present organisation in the best light to the interviewee for trust and confidence
Prioritise the questions and carefully record the answers given by the candidate
Use different tools and methodologies of interviewing for identifying skills
Engage appropriate interviewing skills for assessing and matching competence
Gain the confidence to ask relevant questions – prepare, practice and update the process
Selecting the right candidate basis the mapped competencies around a profile
Gain access to the most competent talent in the market and hire them
Reach the desired goal of success and maintain the position by reinforcing the right practices
Master the art of conducting and managing interviews
Maintain a record of a candidate – profile, key critical incidents and reference for future
Who should audience
Recruiters
Hiring Managers
HR Manager
Line Managers
Training Methodology
- - Interactive lecture
- - Group discussion
- - Presentation
- - Games
- - Role Play
- - Case Studies
Module 1: Introduction to Interview Skills and Techniques
What are Interview Skills and Techniques?
Importance and benefits of Interview Skills and Techniques
Difference between Interview Skills and Techniques
Differentiate between soft and technical skills
Module 2: Importance of Interview Techniques
Hiring the right fit for the organisation
Promoting growth and success for an employee
Understand the position you are hiring for
Understanding the role and responsibilities
Module 3: Types of Interviews
Structured interview – To ask the questions set in advance
Semi-Structured interview – To ask questions based on candidate’s response
Unstructured interview – Having a list of topics but no questions to ask
Screening – Preliminary assessment of the candidate’s profile
Initial Discussion and fact-finding – Exploring skills, experience, and cultural fit
Telephonic Connect – In the interest of time and resources telephonically connect with the candidate
Behavioural – Interview to assess behavioural competencies to match the job requirement
Individual / Face to Face interview – Upon initial screening and finding fitment
Group/Panel interview – Basis initial confirmation schedule interview with stakeholders
Module 4: Planning and Preparing for the interview
Gathering needs from the hiring manager or department
Preparing job description
Analysing the candidate profile
Making repository of questions
Collaborating with line managers
Aligning interview questions with the competency required
Schedule time for the interview and stick to the timelines
Module 5: Managing and Conducting the Interview
Identifying candidate type
Conducting the interview
Create a welcoming atmosphere
Collecting candidate information
Making notes during the interview
Give chance to the candidate to ask any question
Provide a timeline to come back
Closing the interview
Module 6: Common Interviewing Questions
Strength and weaknesses of the candidate
Career goals of the candidate
Employment history
Experience-based questions
Hypothetical question
Competency-based questions
Reason of joining us
Open and closed-ended questions
Module 7: Identifying Soft Skills in the Candidate
Negotiation skills
Communication skills
Positive attitude
Professionalism
Eye contact
Building Rapport
Ability & willingness to perform the job
Module 8: Skills Required for Interviewing a Candidate
Assess the candidate’s body language
Maintaining appropriate tone while interviewing
Being attentive and displaying active listening
Being unbiased during the interview
Giving positive feedback
Module 9: Evaluation and Decision Making
Maintaining a record of the interview, reviewing feedback
Using the scorecard during the interview- considering competency and other aspects
Referring interview notes
Making the decision
Background checking: References, Criminal Record, Credit Report
(CTOS/CCRIS)
Module 10: Roleplays, Case studies and Discussions
Meet experts who have been doing successful interviews and hiring
Read Case studies of typical aspects where interviews go right/ wrong
Participate in role-plays in triads to experience the interview skills and get feedback from experts
Create a repository of questions, define do’s and don’ts (Group activity) and implement them in your organisation
Programme scope, delivery arrangements and suitability are confirmed during enquiry.