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The Ultimate Guide for Conducting Structured Job Interviews

 

Speaker Name :William Rothwell


90 Minutes

In this Webinar, you’ll learn exactly how to conduct a professional, effective structured job interview.

Overview:

Not all those who are tasked to conduct interviews know how to do so. Poor structure and planning can lead to poor results. Interviews can also be prone to many logical errors such as recency bias, halo bias, horn bias, like me bias, like us bias, and many more. This topic will teach you how to avoid those biases. This content will help managers and HR professionals think through how best to organize and structure the interview so as to enhance its chances of leading to the selection of well-qualified candidates to fill vacancies.

Areas Covered:

Interviews: The Nuts and Bolts

  • The Interviews Defined
  • Pros and Cons of Interviews
  • Interviews as Part of the Recruitment and Selection Process
  • Structuring Your Interviews

How Interviews Are Structured

  • Step-By-Step Interview Process
  • The Advantages and Disadvantages of Different Interview Structures

Following up on Interviews

  • How People Are Treated in and After Interviews Can Translate Into Turnover If They Are Hired but Unhappy at the Start
  • How Long People Can Stay in Talent Pools After They Are Interviewed

Why you should attend?               

At first glance, conducting a job interview can seem pretty straightforward. You find candidates, sit down with them and ask them questions.

Based on their answers, you choose a candidate who seems the best. However, your first impression and gut feeling often aren’t enough to make an effective hiring decision.

As recent CareerBuilder survey has shown, nearly three in four employers (74 percent) say they've hired the wrong person for a position.

Choosing the best candidate for a position and your company culture is hard. However, a structured interview process can help.

Through structuring interview procedures, you can significantly improve the reliability and validity of your hiring process.

A structured interview process also reduces hiring biases.

Simply put, a structured job interview (sometimes also called a standardized, planned or patterned job interview) is a job interview in which all candidates are asked the same questions and compared on the same scale.

This means that the interviewer has to choose the interview questions and decide how to evaluate candidates’ answers in advance - before the interview with the first candidate begins!

A structured job interview has 2 key determinants:

  • All candidates are asked the same (predetermined) questions in the same order
  • All candidates’ responses are evaluated using the same (predetermined) rating scale.

Who Should Attend?

  • Human Resource Professionals
  • All Employers/Business Owners
  • Professionals responsible for framing Job Interview Strategy
  • Managers/HR Directors/ HR practitioners
  • Supervisors/Team Leaders
  • Companies that wants to know how to conduct a structured job interview process.

Speaker Profile

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is president of Rothwell & Associates, Inc. and Rothwell & Associates, LLC (see www.rothwellandassociates.com). He is also a professor-in-charge of the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. He has authored, co-authored, edited, or co-edited 350 books, book chapters, and articles—including 105 books.

Before arriving at Penn State in 1993, he had 20 years of work experience as a training director, HR and organization development in government and in business. He has also worked as a consultant for over 40 multinational corporations--including Motorola China, General Motors, Ford, and many others. In 2012 he earned ASTD’s prestigious Distinguished Contribution to Workplace Learning and Performance Award, and in 2013 ASTD honored him by naming him as a Certified Professional in Learning and Performance (CPLP) Fellow. In 2014 he was given the Asia-Pacific International Personality Brandlaureate Award. He was the first U.S. citizen named a Certified Training and Development Professional (CTDP) by the Canadian Society for Training and Development in 2004.

His recent books include Organization Development in Practice (ODNETWORK, 2016), Mastering the Instructional Design Process, 5th ed. (Wiley, 2016), Effective Succession Planning, 5th ed. (Amacom, 2015), Practicing Organization Development, 4th ed. (Wiley, 2015), The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015), and Beyond Training and Development, 3rd ed. (HRD Press, 2015).

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