Pinpointing Potential During Job Candidate Interviews

When:
February 13, 2019 @ 8:30 am – 4:00 pm
2019-02-13T08:30:00-05:00
2019-02-13T16:00:00-05:00
Where:
The Employers Association
3020 W Arrowood Rd
Charlotte, NC 28273
USA

The most important decision an HR executive can likely make is who to welcome into their company, or promote into a new role.  The person they choose today can help drive the organization forward, or drive trusted employees out of the organization.  Choosing the candidate with the right skill set, personality and culture fit often takes time, patience, dedicated resources and a strategic approach.  Arguably the most important resources within the hiring process are the candidate interviews.  These interviews provide hiring executives the opportunities to gather intelligence about each prospective employee, and sell the best candidate on the opportunity to join their team.  Unfortunately candidate interviews are often under-utilized and contribute to hiring lesser candidates while better candidates move on to work for competitive organizations.

 

Michael Reddington leveraged his experience in the interview room when he created the Disciplined Listening Method to provide executives with the advantages they need to accurately evaluate communication, improve their questioning skills and quickly connect with and influence their counterparts.  The Disciplined Listening Method integrates current business communication research and best practices with the key components of four non-confrontational interview and interrogation techniques to instill the skills necessary to activate the truth.

 

Through a combination of interactive discussions and video reviews attendees will walk away with new skills and perspectives for reducing resistance, increasing commitment and obtaining the crucial information necessary to support their hiring decisions including how to:

  • Avoid the most common interviewer mistakes
  • Understand how the interviewer’s biases and perceptions can affect their hiring decisions
  • Structure candidate interviews to create the best opportunity to obtain truthful responses
  • Develop questions specifically designed to identify the four indicators of potential
  • Develop questions specifically designed to identify how candidates prefer to be motivated
  • Apply the preferred questioning strategies of Certified Forensic Interviewers
  • Accurately consider their candidates goals, motivations and perspectives
  • Help your candidates protect their self-images while sharing more truthful
  • Evaluate your counterpart’s responses for indications of comfort and discomfort
  • Inspire trust during potentially tense interviews.
  • Execute the five preferred questioning styles of Certified Forensic Interviewers
  • Sell Your organization to the candidates you extend offers to

Who Should Attend:

  • Human Resources and Employee Relations executives, hiring managers, team leaders and talent acquisition professionals focused on developing their organizations through their people

Michael Reddington, CFI is and executive resource, Vice President of Executive Education for Wicklander-Zulawski and Associates and the developer of the Disciplined Listening Method.  Michael has conducted hundreds of seminars and trained thousands of participants around the world.  He combines his expertise in non-confrontational interview and interrogation techniques and business experience to deliver interactive programs and provide immediate value for attendees and their organizations.

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