3 Responses

1. Interview Skills

   Hello Darren,

   Some areas that you may wish to cover:

   • Importance of picking the right person for the role – cost/impact etc
   • The role/process of recruitment selection
   • Equlity and Diveristy
   • Selection Process
   • How to prepare to conduct an interview
   • How to carry out an interview – I think there is an acroynom called WASP that you can use
   • Listening and Questionning technques
   • Note taking
   • Decsion making
   • Lots of role plays!

   Hope that helps, let me know how you get on

   — Regards Scott

2. Interviewer Skills

    Hi Darren,

   I’d echo a lot of what Scott has said…however there are a lot of other considerations!

   Not least the legislative, Employment law and Equal Opportunities consideration…and Data Protection. What are they specificially saying? are they ensuring consistency for each potential candidate? Is the assessment criteria robust, fair and open? what records are kept and subsequently made available to candidates that request it?

   Without making them aware of their own personal liabilities as well as the companies you run the risk of falling foul of best practice and possibly a tribunal case!

   We run tailored courses for Manager and Team leaders to conduct interviews correctly and legally. This incorporates exercises and practical demonstrations.

   But also our downloadable workbook gives the key considerations… http://www.toojays.co.uk/library/management_development_workbooks/30.recruitment_skills.html

   Let me know if you’d like more information.

   Regards

    

   Lee

   http://www.toojays.co.uk

    

    

3. learning objectives?

   Darren

   As you can see from the previous answers there are several dozen things that could and should be covered so the important thing to do is to actually decide what the workshop needs to achieve……and this will depend very much on other aspects of the corporate culture.

   If the team leaders are the alpha and omega of the recruitment process then a detailed knowledge of the legislation, E&D and so on is required.  If they are assisted by a professional HR function then you will probably want to put a greater emphasis on getting appropriate answers to certain questions.  If this is the case you may find that a very valuable activity would be actually getting them to identify and populate a scoring matrix and from that develop some competency based questions.

   Rus