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Interviewing (Click to enlarge image) Effective interviewers play a crucial role in an organization, impacting its reputation and the quality of hires. There is a direct correlation between the interviewer, the interviewing process, and the success of hiring. We have all experienced both excellent and poor interviews, and these experiences influence whether a qualified candidate chooses to join your organization or a competitor's. Interviewers must be adept at using modern tools and resources, moving beyond outdated questions, uninformed advice, and inadequate training. Without proper interviewing skills, organizations risk missing out on hiring the best candidates. Common pitfalls include asking inappropriate questions, making subjective assessments, failing to connect questions to job requirements, and viewing the interview as a mere task rather than a critical business function.

This course emphasizes the interviewer’s responsibility to provide a quality candidate experience and examines the impact of an interviewer’s behavior. It raises awareness of their vital role, equips them with skills for conducting effective interviews, and enables them to collect the right data for objective, results-oriented hiring decisions. Interviewers create the first impression candidates have of the organization, making it essential for them to represent the brand accurately.

This course will enable interviewers to:

Utilize objective hiring techniques and avoid subjective or "gut-feel" decisions.
Assess candidate fit rather than just filling a vacant position.
Recognize critical job requirements and ask questions that reveal job readiness.
Link the job description to the individual being interviewed.
Ask relevant questions directly related to the most important requirements of the position.
Ensure interview questions do not pose any legal risk.
Follow a structured interview process that guides all stakeholders and ensures consistency.
View the hiring and selection process holistically.
Identify aspects of the position that will motivate or demotivate the candidate.
Consider the candidate as a person with experience and tailor the interview accordingly.
Create a 100-day development plan to identify key development opportunities for the new hire's success.

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