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Interviewing and Hiring the Best Talent |
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Interviewing is no longer a process confined to HR Professionals or immediate hiring managers. Increasingly, organizations use a variety of team members to interview candidates. This means that non-HR personnel must now learn the proper interviewing skills required to best assess candidates while staying within legal boundaries.
In addition to HR professionals and hiring managers, members of the interviewing team can include:
Engineers
Sales professionals
Support teams
Developers
Marketing personnel
and any job category that might interact with the position being filled
Participants focus on specific, actual job categories and develop an interview plan to apply to a real upcoming interview opportunity. The day includes numerous group practices to apply key learning points.
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Build interview plans around specific job titles
Coordinate the interview team to enhance candidate evaluation quality and minimize redundancies
Avoid common interviewing mistakes (poor preparation, predictable questions, unclear goals, etc.)
Choose and prioritize what to focus on out of the numerous potential assessment categories (problem solving, organizational skills, teamwork, etc.)
Properly conduct phone screening sessions
Create a candidate-friendly environment
Apply five categories of interviewing questions to elicit richer job relevant information
Adhere to US Equal Employment Opportunity guidelines to ensure legal compliance
Follow a proven interviewing structure
Sell the company (interviewing is a buying and selling process)
Handle difficult and challenging interviewing situations including candidates who:
--Dominate the conversation
--Are difficult to understand
--Get stuck on a critical technical question
--Do not talk enough
--Bring up inappropriate topics (children, marital status, etc.)
--Appear to exaggerate or stretch the truth
--Appear to be a mismatch for the job early in the process
Conclude the interview in a professional and fair manner
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Strategic talent acquisition takes on even more importance in these days of economic uncertainty and fierce competition. We cannot afford the investment of even one wrong hire; and when inexperienced interviewers are part of the interviewing team, the potential for mistakes multiplies. ETA's Interviewing and Hiring the Best Talent shows all of us how to clarify -- and assess candidates for -- the skills, competencies, experience, and behavior that will most benefit our organization. What a relief!
-Synaptics Incorporated, Jim Harrington - VP of Human Resources
Instructors style was outstanding and I really enjoyed the conversational, low-key style while giving us an amazing amount of information in a very compelling and interesting manner.
-Interwoven, Inc.
Presenter is a great example of a hiring manager - well-versed, professional and a highly competent speaker. Material presented was excellent.
-Echelon, System Test Engineer
Excellent instructor and materials. Good involvement of entire class.
-Interwoven, Inc., Senior Software Engineer
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