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Recruitment and Selection Keynotes & Virtual Workshops
Dr. Holmes, my sincere thanks for the great work you did with our Diversity Council and Recruiting Team. The facilitation and training you provided was of the highest caliber and resulted in us developing Diversity Council Goals and a diversity Recruiting Plan that had total buy in from the respective teams. Your depth and breadth of knowledge regarding the subject of diversity and your practical approach were greatly appreciated by my leadership team. We will achieve our goals! Mike Beamish, Executive Director of HR, Volkswagen of America, Auburn Hills, MI |
The Behavioral Interviewing Workshop
An individual interview is the least effective selection method we can use in a hiring process. The typical interview is unstructured, relies on building rapport with a candidate, is grounded in first impressions, can be significantly impacted by unconscious bias and because of its lack of structure, makes comparisons between candidates more difficult and unreliable. Worst of all, there is a low correlation between interview performance and job performance meaning the predictive validity of a standard interview is very low. Behavioral interviewing addresses many of these concerns. It is a structured interviewing process that significantly improves predictive validity, reduces bias and increases fairness in the selection process, offers improved differentiation amongst candidates for a particular position and provides a more objective and defensible evaluation process. Specifically, as a result of this highly interactive workshop, participants will be able to:
Audience: Staff members, managers and senior leaders who are responsible for the hiring process
Format: Half-day or full-day interactive workshop for full program. Shorter versions are available.
An individual interview is the least effective selection method we can use in a hiring process. The typical interview is unstructured, relies on building rapport with a candidate, is grounded in first impressions, can be significantly impacted by unconscious bias and because of its lack of structure, makes comparisons between candidates more difficult and unreliable. Worst of all, there is a low correlation between interview performance and job performance meaning the predictive validity of a standard interview is very low. Behavioral interviewing addresses many of these concerns. It is a structured interviewing process that significantly improves predictive validity, reduces bias and increases fairness in the selection process, offers improved differentiation amongst candidates for a particular position and provides a more objective and defensible evaluation process. Specifically, as a result of this highly interactive workshop, participants will be able to:
- Describe the 4 phases of a behavioral interview (opening, responding, questioning and closing).
- Identify valid criteria to be used in an interview process.
- Effectively develop behavior–based questions for the identified criteria.
- Devise benchmark responses for the interview questions.
- Evaluate responses to interview questions and make effective selection decisions.
Audience: Staff members, managers and senior leaders who are responsible for the hiring process
Format: Half-day or full-day interactive workshop for full program. Shorter versions are available.
