Live support chatInterviewing Effectively - How to Select the People You Really Need
In Interviewing Effectively - How to Select the People You Really Need , you'll learn ...
- A process of analyzing the open position that will allow you to determine what types of skills and qualities you require in an applicant to ensure later success on the job
- An effective plan for the interview that allows you to engage in friendly (and informative) chatting without losing the thread of your questions or letting the session slip out of your control
- How to calculate the cost of turnover which results from a bad selection
- How to distinguish between the skills and behaviors required for success in the open position
Overview
Preview a portion of this course before purchasing it.
Credit: 4 PDH
Length: 34 pages
For many people, making a successful hiring selection is a lot like describing their taste in art: "I'm not sure how to describe it but I'll know it when I see it!"
Think back to the last time you interviewed an applicant. If you are like many others without interview training, you may have found yourself doing more talking than listening rather than learning about his or her strengths and weaknesses. Perhaps the interview got off track and you found it difficult to get back into focus. In addition, if someone had asked for your opinion of the applicant at the end of it, would you have been able to refer to specific comments or just your overall impression?
And, as for the person you finally selected, you probably based your decision more on instinct than specific information. Also, if you were asked why you didn't select someone else, would you have been able to defend your choice objectively so as not to show discrimination?
If you're disappointed with the results of this kind of hit-or-miss approach to interviewing applicants, then it's time to approach it with a more systematic and objective method. This course will help you.
Specific Knowledge or Skill Obtained
This course teaches the following specific knowledge and skills:
- A process of analyzing the open position that will allow you to determine what types of skills and qualities you require in an applicant to ensure later success on the job
- An effective plan for the interview that allows you to engage in friendly (and informative) chatting without losing the thread of your questions or letting the session slip out of your control
- How to calculate the cost of turnover which results from a bad selection
- How to distinguish between the skills and behaviors required for success in the open position
- How to create "tie breaker" criteria to select the best candidate
- A technique to help define the desired behaviors for a position
- How to identify warning clues in a resume that should require follow-up in an interview
- How to establish rapport with the applicant to help you have a more effective interview
- How to avoid asking questions that could lead to trouble later on.
Certificate of Completion
You will be able to immediately print a certificate of completion after passing a multiple-choice quiz consisting of 20 questions. PDH credits are not awarded until the course is completed and quiz is passed.
| This course is applicable to professional engineers in: | ||
| Alabama (P.E.) | Alaska (P.E.) | Arkansas (P.E.) |
| Delaware (P.E.) | Georgia (P.E.) | Idaho (P.E.) |
| Indiana (P.E.) | Iowa (P.E.) | Kansas (P.E.) |
| Kentucky (P.E.) | Louisiana (P.E.) | Maine (P.E.) |
| Minnesota (P.E.) | Mississippi (P.E.) | Missouri (P.E.) |
| Montana (P.E.) | Nevada (P.E.) | New Hampshire (P.E.) |
| New Mexico (P.E.) | North Dakota (P.E.) | Ohio (P.E. Self-Paced) |
| Oklahoma (P.E.) | Oregon (P.E.) | Pennsylvania (P.E.) |
| South Carolina (P.E.) | South Dakota (P.E.) | Tennessee (P.E.) |
| Texas (P.E.) | Utah (P.E.) | Vermont (P.E.) |
| Virginia (P.E.) | West Virginia (P.E.) | Wisconsin (P.E.) |
| Wyoming (P.E.) | ||
Preview a portion of this course before purchasing it.
Credit: 4 PDH
Length: 34 pages
