Chapter 1 - Introduction

Today's competitive employment market is pushing  organisations  to  maximise  the time they spend attracting and keeping top performers. On the other hand, attracting fresh candidates could be a daunting task. At the same time, it is difficult to match their behaviour aspects related to job performance requirements. Hence, the need to have an interview process where fresh and experienced candidates are interviewed effectively for the applied job.
 
Everything you need to know before you say you're hired. Learn everything you need to know about employee selection in this course! 

Chapter 2 - Effective Recruitment Interviewing

Introduction
 
Although selection interviewing is only an occasional skill - you don't do it every day - it is nonetheless a vital one. The repercussions that result from making the wrong choice can be damaging to everyone: the organisation, the rest of your workforce and the new employee.
 
In this chapter you will learn the importance of interviewing and why it is vital to get the planning, preparation and structure right first time to make it effective.  
 
By the end of this chapter you will be able to:
 

• Understand the importance of correct interviewing and getting it right
• Understand the correct sequence and structure of effective interviewing
• Understand the importance of designing a job specification and person profile for your interview
• Know the essential components of a job description
• Assess candidate’s application forms and CVs
• Uncover questions to ask each candidate based on information from their CVs
• Evaluate a sample candidate and plan a job specification, person profile and relevant questions.

Chapter 3 - The Interview Structure

Introduction
 
By this stage of this course, you have a good idea of what you are looking for from the ideal candidate. Well done.
 
Now let’s look at the next stage in the process. You’ve sifted through the many applications and have chosen a select few to interview for the job. The interview obviously only has one purpose - to pick the right person for the job. Clearly, you have quite a good chance of doing this without an interview. The applicant has read the advertisement and has been sent a job description. You have the personnel profile and the completed application form. You can run tests and take up references. So what can the interview achieve beyond that?
 
The answer is that good interview technique can significantly reduce the area of uncertainty and raise the chances of picking the right person. However, you need to make sure that the right person, whoever they are, can open up comfortably and give you the information you need. In this chapter, you will learn the best way of structuring the interview to ensure you make the  right selection.
 
By the end of this chapter you will be able to:
 

• Understand the importance of putting a candidate at ease
• Conduct the interview in a positive and productive atmosphere
• Manage candidate’s expectations
• Understand the WASP interview structure

Chapter 4 - Asking the Right Questions

Introduction
 
Having established your list of requirements, you then need to prepare a set of questions to help you obtain sufficient information from the candidate for you to make the best choice. If you have a clear list of requirements e.g. your job specification and person profile you can use (broadly) the same questions for all candidates. This saves you time and ensures fairness, as all applicants are tested against the same specification.
 
In this chapter, you will explore various types of questions to help you gain knowledge about the suitability of the candidate.
 
By the end of this chapter you will be able to:
 

• Develop the right questions to test a candidate’s suitability for the job
• Understand different types of questions and their functions
• Know the essential methods of testing the candidate
• Deal with difficult candidates
• Uncover the process to make the right final choice.