Trainings for HR & Line Managers
We share our expertise and experience by providing open and corporate trainings on interviewing/assessment tools:
Competency Based Interviewing
This training is designed for HR, recruitment specialists (both in-house and agency), as well as line managers who are interested to obtain or advance interviewing skills, make more facts-based judgments on candidates.
Interviewing skills for Line Managers
This training is designed for Line Managers who are engaged in recruitment process and make hiring decisions. This training can also be interesting for recruiters who are interested to advance recruitment skills
Assessment Centers: Development and Implementation. Assessor’s skills
This training is designed for HR and Line Managers who will be engaged in delivery of in-house Assessment and Development Centers.
- ‘Competency’ definition & specifics
- Competency based interview specifics & structure, comparison with other interview types
- Preparation for competency based interviewing: question types, STAR model, observation forms
- Effective interviewing: how to start, collect necessary data & finalize interview, take notes & keep eye-contact with candidate
- Competencies evaluation, scale, making fact-based judgments
- Real life competency based interview practice
- Making decision & providing feedback to the candidate
- Prepare, organize and deliver Competency based interview
- Prepare and use effective interview questions
- Gather facts and relevant data about the candidate, make in-depth interview
- Evaluate competencies
- Make sound, facts-based judgments about candidates and argument their conclusions
- Provide feedback to candidates
- Interviewing basics: different interview types and their specifics
- Preparation for interviewing: job profile analysis, candidate’s CV screening, interview structure
- Biographical interview: specifics, purpose, questions, practice
- Motivational interview: specifics, purpose, types of questions, practice
- Competency based interview: specifics, structure, types of questions, STAR model
- Competencies & evaluation skills
- Preparation for real-life interview and practice
- Consolidating information and making conclusion on the candidate
- Providing feedback to candidates
- Obtain skills in complex interviewing (biographical, motivational, competency based)
- Have understanding of different types of interviews and their specifics
- Practice in effective questioning technique
- Develop skills in objective evaluation of candidate’s skills, competencies and motivation
- Be able to make facts-based judgments about candidates and argument their conclusions
- Provide feedback to candidates
- Introduction to Assessment & Development Centers: history, specifics, structure, effective organization, schedule, observation forms
- Competencies and their evaluation during AC/DC
- Key assessor’s skills: observation, classification and evaluation
- ‘Group Discussion’: specifics of the case, practice & evaluation
- ‘Analysis & Presentation’: specifics of the case, assessor’s role, practice & evaluation
- ‘Managerial role play’: specifics of the case, assessor’s role, practice & evaluation
- ‘In-tray’: specifics of the case, practice & evaluation
- Competency Based Interview: preparation & practice
- Integration session and competencies’ evaluation
- Preparation of Assessment Reports
- Providing feedback after Assessment Center
- Obtain skills in organization and delivery of effective Assessment Center, develop assessor’s skills
- Have understanding of different types of cases used at Assessment Center and practice them (Group Discussion, Analysis & Presentation, Managerial role-play, In-Tray)
- Develop competency based interviewing skills
- Develop skills in complex candidate evaluation and integrating information from different sources in order to make overall judgment
- Identify candidate’s strengths and development areas and understand link between them
- Write Assessment Reports and provide feedback to candidates
Duration: 1 day
Duration: 1-2 days
Duration: 3-5 days