OPTIMISING HIRING INTERVIEWS

A new opportunity for managers needing new talent and wanting to optimise the quality of their final interview decisions. 

Forensic Interviewing is a powerful, structured , tried and tested framework and set of processes which enable you to achieve better returns on your hiring investments. Delivered in a short training course, Forensic Interviewing can be used for all candidates, whatever their background, experience and the level or type of vacancy.

• ROLE SPECIFICATION

The Role Specification is critical to the success of your project. You must be clear and satisfied that it really does define the talent you really want for business success, with no discrimination as defined by law. This document can require more than one iteration. 

The Forensic Interviewing process includes how to define and rank every aspect of the vacancy role and use them to develop your interview framework and plan.

• INTERVIEW PLAN

With your rankings of the knowledge, expertise and attributes you want in your new hire, you can design your interview questions.  You will learn how to do this in an effective and objective way in our training course. 

Obviously, the candidate's responses will provide you with themes around which you can ask your questions but you must control the interview to focus on what will give you the best basis for a decision, without constraining the candidate from adding potentially vital information from their experience.

• REFERENCES

Reference checking is a sensitive and very important process. Typically, only 30% of hires are made after references have been taken. Using your Forensic Interview notes and the candidate's CV, you can ask referees questions which require factual rather than subjective  comments.  This can enable referees to provide more useful information about your candidate.

One day intensive learning with role plays .   You will learn:

• What is Forensic Interviewing, its principles, structure and process outline
• How to define what knowledge, skills, expertise and personal attributes are required for your vacancy
• How to rank and prioritise your requirements
• How to plan your interview
• How to optimise the information you obtain from the candidate
• How you can compare different interviews by different people in your organisation
• How to rank each candidate's information to compare them more objectively for your hiring decision