Search Course Catalog (42 Courses Found)

New Micro-Learning! Selecting the right person requires a structured interview process that evaluates for three dimensions: 
capability, commitment & chemistry. An effective three-dimensional interview starts with preparation. The bottom line is this; a consistent, structured interview process is the single most important factor in conducting an effective interview.

New Micro-Learning! Asking inappropriate or illegal questions is probably one of the areas that get people into trouble more often than anything else. That's because the courts and EEOC guidelines have made it clear that you can't ask questions that discriminate against protected groups, don't predict successful job performance, or not job related.

New Micro-Learning! Every day, organizations come under fire for hiring people with a past the company should, and could have, been aware of. Studies show that over 30 percent of all résumés contain fabrications. So checking out references and doing thorough background research on a candidate is becoming more and more important.

New Micro-Learning! So you think you know how to properly prepare for and conduct your interview but what do you do next? Once you have concluded all your interviews, the next step is to evaluate the interviews to determine who among all the candidates is the best fit for the job.

National Best-Seller! Managers within your organization may well understand the importance of avoiding obvious discriminatory interview questions. But what if a manager asks a discriminatory question unintentionally?

World-Wide Best-Seller! Interviewers are more apt to select the best person for the job when they use this Behavior-Based Interviewing (BBI) strategy developed by Paul C. Green, PhD. Now in its 4th edition.

New Micro-Learning! When it comes to interviewing, clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. The Probing for Current Work Examples strategy is best used when a candidate provides an answer involving an event, which took place many years ago. Because the candidate’s skills may have changed significantly since that time, it makes sense to ask for a more current example.

New Micro-Learning! Clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. Then, you have to ask job-related probes to get the whole picture of the candidate’s skills. In this course, you'll explore the topic of seeking contrary evidence.

New Micro-Learning! This course lays out an interviewing strategy best used when you want to clarify or expand something a candidate says or implies by his or her body language. This strategy involves asking follow-up questions based on verbal and non-verbal clues and often requires you to share an observation first.

New Micro-Learning! A behavior-based interview uses a structured interview that organizes questions under job skills, or competencies. Clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. In this course, we'll explore the topic of returning to the target of the question.