The Key to Successful Interviews- Behavioral Interviewing
The Key to A Successful Interview is Asking The Right Questions!
Instructor :
Audrey Halpern
Webinar ID:
6040
Date: 28 October 22, FRI
Start Time: 10 am PT
Duration: 1 Hr.
What you will learn
- How to Differentiate Between Traditional and Behavioral Based Interview Methods
- Learn the Definition of Competencies and how to Use Them in the Interview Process
- How to Identify Patterns that are Often Missed When People are Answering Basic Questions
- Why Using Competency Behavioral Based Questions is a Best Practice
- How to Differentiate Between Traditional and Behavioral Based Interview Methods
- Learn the Definition of Competencies and how to Use Them in the Interview Process
- How to Identify Patterns that are Often Missed When People are Answering Basic Questions
- Why Using Competency Behavioral Based Questions is a Best Practice
- How to Write and Use Competency Behavioral Based Questions
- How to Determine Which People are Best Suited to Fill Positions in Your Organization
- How to Determine if An Interview Question is Acceptable or Unacceptable
Course Description
According to a three-year-study conducted by Washington, D.C.-based Leadership IQ, nearly half of 20,000 new hires it tracked had failed within their first 18 months on the job!
That wasn’t because managers hadn’t correctly ascertained their skill sets—instead in the great majority of cases what was missing was an attitudinal fit. The key to a successful interview is asking the right questions.
Interviews provide you with the opportunity to learn more about a person than his or her resume provides. But you can’t always know about attitudes.
These are the precise intangible assets that are the key definers or corporate culture. You can change skills through training but you can’t change attitude.
Using different types of interview questions will help you determine which people are best suited to fill positions in your organization.
In this interactive webinar, Audrey Halpren, faculty member of the AMA, will discuss how to identify patterns that are often missed when people are answering basic questions, and how using competency behavioral based methods, you can determine which people are best suited to fill positions in your organization.
Join Now!
According to a three-year-study conducted by Washington, D.C.-based Leadership IQ, nearly half of 20,000 new hires it tracked had failed within their first 18 months on the job!
That wasn’t because managers hadn’t correctly ascertained their skill sets—instead in the great majority of cases what was missing was an attitudinal fit. The key to a successful interview is asking the right questions.
Interviews provide you with the opportunity to learn more about a person than his or her resume provides. But you can’t always know about attitudes.
These are the precise intangible assets that are the key definers or corporate culture. You can change skills through training but you can’t change attitude.
Using different types of interview questions will help you determine which people are best suited to fill positions in your organization.
In this interactive webinar, Audrey Halpren, faculty member of the AMA, will discuss how to identify patterns that are often missed when people are answering basic questions, and how using competency behavioral based methods, you can determine which people are best suited to fill positions in your organization.
Join Now!
Why you should attend
Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive.
By identifying job-related experiences, behaviors, knowledge, skills, and abilities that the company has decided are desirable in a particular position.
During this webinar you will learn:
- Why using competency behavioral based questions is a best practice.
- How to write and use such questions for interviewing applicants for job positions.
Behavioral-based interviewing allows you to see patterns that are often missed when people are answering basic questions. You can get past what a candidate says and focus on how they respond.
Enroll Now!
Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive.
By identifying job-related experiences, behaviors, knowledge, skills, and abilities that the company has decided are desirable in a particular position.
During this webinar you will learn:
- Why using competency behavioral based questions is a best practice.
- How to write and use such questions for interviewing applicants for job positions.
Behavioral-based interviewing allows you to see patterns that are often missed when people are answering basic questions. You can get past what a candidate says and focus on how they respond.
Enroll Now!
Areas Covered
- How to Differentiate Between Traditional and Behavioral Based Interview Methods
- Learn the Definition of Competencies and how to Use Them in the Interview Process
- How to Identify Patterns that are Often Missed When People are Answering Basic Questions
- Why Using Competency Behavioral Based Questions is a Best Practice
- How to Write and Use Competency Behavioral Based Questions
- Different Type of Interview Questions to Determine Which People are Best Suited to Fill Positions in Your Organization
- How to Determine if An Interview Question is Acceptable or Unacceptable
- How to Differentiate Between Traditional and Behavioral Based Interview Methods
- Learn the Definition of Competencies and how to Use Them in the Interview Process
- How to Identify Patterns that are Often Missed When People are Answering Basic Questions
- Why Using Competency Behavioral Based Questions is a Best Practice
- How to Write and Use Competency Behavioral Based Questions
- Different Type of Interview Questions to Determine Which People are Best Suited to Fill Positions in Your Organization
- How to Determine if An Interview Question is Acceptable or Unacceptable
Who is this course for
- Human Resource Professionals
- Supervisors
- Team Leaders
- Business Owners
- Senior Executives
- Project Managers
- Strategic Planners
- Management Consultants
- Entrepreneurs
- Personal Development Specialist
- Human Resource Professionals
- Supervisors
- Team Leaders
- Business Owners
- Senior Executives
- Project Managers
- Strategic Planners
- Management Consultants
- Entrepreneurs
- Personal Development Specialist
Instructor Profile
Audrey Halpern has had an exemplary 20+yr career developing customized employee soft skills training programs and facilitation. She is a faculty member of the AMA- American Management Association.
