• Ask questions that tell you what you need to know – not what the candidate wants you to know
• Find hidden qualities that show you have a great candidate
• Look for problem characteristics that could cause trouble down the road
• Screen resumes and applications to find the strongest candidates for the job
• Create a positive balance of questions that puts you and the candidate at ease
• Reduce the time you spend interviewing and hiring
• And much more!

Basics of Behavior-Based Interviewing

• Identify what behavior-based interviewing is
• The pros and cons of behavior-based interviewing
• What’s the difference between an interview and a conversation? Find out here.
• Using the Iceberg Model to better understand human behavior
• Unearth someone’s motivation to work – and to work in the job you have available
• The 4 kinds of applicants – and how to always pick the right one to hire
• Pre-interview preparation that every manager MUST do to ensure a great interview follows
• How to identify exactly what you’re looking for in a candidate
• Identify the “skill” and “will” you’re seeking
• Consider organizational culture and build it into the job description

Successfully Screening Candidates to Eliminate Wasted Time

• How to use the applicant’s past to predict future performance
• Why you should never completely dismiss a candidate just because of a lack of skill for the job
• How to use résumés and applications to immediately identify the red flags in an applicant’s past
• Weed out the “non-fits” immediately and focus on the“possible-fits” and “definites”
• Use telephone screening to save hours of time and prevent being influenced by appearances

The ABCs of Conducting Effective Behavior-Based Interviews

• How to properly set up a structured interview
• The anatomy of the initial interview: What to cover and how much time to spend in each area
• Creating the ideal interview setting: Dos and don’ts
• Questions to avoid in every interview or you could end up in court
• How to question and probe to unearth what you need to know
• The 3 common types of interview questions and how and when to use each
• Creating a positive balance of questions that puts both you and the candidate at ease
• Constructing behavior-based questions that let you know what a candidate is really like
• How to use behavioral examples to determine “skill and will” levels, identify strengths, and pinpoint shortcomings
• Maximize interview time by testing behavior-based questions early on

Unearthing Hidden Qualities – or Problems – With Effective Interviewing Techniques

• Ask questions that will expose whether a candidate is a team player, a quick learner, a methodical worker and more
• Get candidates to cough up details – and not just an overview
• 21 ways to say, “Please elaborate on that …” and gain even more insight
• How to minimize ambiguous responses
• How to sequence questions that build on each other and keep the conversation rolling
• Establishing – and maintaining – rapport, even during the longest interviews
• Communication essentials: Reading body language
• How to keep information flowing: Avoid accidentally cutting off a candidate too soon
• How to jot down quick notes that will make sense later – and help you in the hiring decision
• How to involve others who have a stake in this hire, without bogging down the process
• The moment of truth: How to use the “data” you’ve collected to make the best hiring decisions

"Today’s program provided much more information than I expected. I can’t wait to share some of the tools I gained with my fellow associates."
J. Block
B. Ramy

"Very practical. Things I can take back and easily use at work tomorrow."
T. Cummins-Yorke

"It was extremely informative and imperative information that can be used in the ‘real world’."
H. Donaldson