Programme Overview
How do you make sure you are selecting the right staff? Research shows that job interviews are often no more reliable than tossing a coin.
Are your interviews failing to produce enough reliable information to pick the right person? Selecting staff with the right skills, knowledge, and attitude is important for building the best and brightest teams.
This virtual course explores how to assess a candidate’s suitability for a role, focusing on interviewing skills in person, by phone, or online. Discover how to ask the right questions to deduct their skill level and assess their attitudes and values.
Understand the law during the hiring processes, and identify and manage unconscious biases. Detect possible deception and toxic behaviours in interviews and reference checks.
Course Benefits
Feel more confident knowing the interviewing techniques that help you to get better information to make better hiring decisions.
Skills Taught
You will learn how to:
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- Attract talent through recruitment and employer branding
- Prepare for selection of staff using competency mapping
- Avoid unlawful discrimination or privacy breaches in hiring practices
- Explore reliable selection methods
- Interviewing skills in person, by phone or online
- Practise situational, competency-based and behavioural questions
- Lawfully conduct pre-employment checks
- Find out how to identify and manage unconscious biases
- Detect possible deception and toxic behaviours
- Complete hiring processes for new job candidates
Course Presenter
Designed for
Managers and team leaders who attend and conduct job interviews, and HR professionals seeking practical tools on best practices in selection processes.
What to Expect
Presented by an experienced employment lawyer, this practical course provides a comprehensive overview of lawful recruitment processes and pre-employment checks to avoid costly mistakes. Through discussion and group activities, course participants will explore how to recruit the right staff and follow the right hiring processes.
