Our one-day interviewing skills course is tailored for delegates who would like to gain better interviewing skills and learn how to conduct successful interviews for choosing the right employee(s). Our Interviewing course will show candidates how to; gain winning interview skills; give better interviews; be a better interviewer and learn how to interview effectively. As well as improving interviewing skills, delegates will also learn recruitment and employment law.

EMPLOYMENT HISTORY

Consistency of employment

• Ask about gaps of unexplained time between jobs. How many applications, how many interviews, how did they fill their time?
• Check for gaps between jobs and school and university work.
• Can they explain their reasons from initial idea (head hunted – why?) through to application, job interview and positives and negatives of new job?
• What trends can you spot e.g. salary progression, (if given) types of companies worked in, patterns of work?
• Did they move up in salary, job responsibilities (not necessarily job title), staff responsibilities?
• Be aware of frequent job changes with no advancement in job responsibility or title.
• Is there anything that appears inconsistent? e.g. switch from large company to small to large company or vice versa: change of company whilst a trainee.

Details of positions

• Are the candidate’s previous responsibilities clear? Job titles are normally vague.
• What did the person actually do?
• Equally, the same job title may mean different things in different companies.
• Check the career theme: how was the initial choice made, how has the career progressed since?
• How wide is his/her experience?
• Have there been concrete achievements?
• Is there evidence of personal responsibilities for these achievements?

Reasons for Leaving (These are notoriously vague, and may never be accurately established, either on CV or in the interview):

What were their reasons for leaving? Would the organisations have them back? What would their current manager say about them?

• These can be checked by writing to/telephoning to previous employers.
• Explore how the candidate views previous job changes: What is he/she looking for?
• Was there a settling period or has the career progressed logically?
• Has each job offered a new challenge?

Why They Approached the Company

• What does the applicant know about the company?
• How much work was done to prepare the application?
• How deeply has the candidate thought about fitting into the organisation?
• How realistic are his/her views and expectations? This is useful to reveal motivation and drive.

Qualifications and achievements

• Can they provide proof of qualifications gained (certificates etc.), do they have any records which back up claims of success/achievement (computer progress charts, letters etc).
• Is this person over-qualified? Will their salary aspirations be too high for the position they are applying for?

References

• Who are the referees? Positions within the organisation? Who is not on the list of referees and how can you contact them?

Interviewing Skills Course

This course will cover the practical skills needed for successful interviewing and our reputation for effective recruitment training has been endorsed by many delegates. Those who have attended the course have described it as being productive, informative and focused. It allows delegates to understand the stages of carrying out interviews and shows them how to conduct an effective interview so that they are able to attract the best candidates and choose the best person for the job. We guarantee to deliver the best employment strategies, tips and techniques for better interviewing and recruiting skills.

Course Dates

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Who will benefit from the course?

Our course will cover the practical skills needed to make recruitment interviews productive and focused. It will allow delegates to understand the stages of the recruitment process and how to conduct an effective interview so that they are able to attract the best candidates and choose the best person for the job.

Our courses allow all staff to benefit from enhanced interviewing skills. The types of delegate we have trained previously are:

• Directors and senior managers
• Sales and fundraising staff
• Local government employees
• Managers, department heads, team leaders and supervisors
• Technical and academic team members

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