This practical one-day workshop equips managers with the essential knowledge and tools to design clear job descriptions, identify key competencies, prepare structured interviews, craft effective questions, and apply objective evaluation techniques. Participants learn to manage the full recruitment and selection process ethically and confidently - ensuring fair, consistent, and competency-based hiring decisions.
Details
By the end of this 1-day course, participants will be able to:
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Explain the six stages of the recruitment and selection process and the manager’s role.
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Develop clear job descriptions and define key competencies for roles.
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Prepare structured interviews with scripts, score sheets, and CV reviews.
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Conduct fair and professional interviews, avoiding bias and maintaining a smooth flow.
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Design effective questions – open, closed, competency-based, behavioural, and critical incident.
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Apply active listening and interpret verbal and non-verbal cues objectively.
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Perform reference checks appropriately and effectively.
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Analyse and practise interview scenarios through case studies and role plays.
Delivery Methods
| Delivery Method | Duration | ||
|---|---|---|---|
| 1 day | Get a Quote | ||
| 1 day | Get a Quote |
Discounts Available
Brochure:
Information may change without notice.
Audience
All managers who are involved in interviews and hiring processes.
Pre-Requisites
Managerial experience in hiring is preferable but not essential.
Course Outline / Curriculum
Course Outline
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The Recruitment and Selection Process
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A brief overview of the six stages of the hiring process.
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Where a manager fits into the key process of getting the right people in the right roles
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Job Descriptions and Key Competencies
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The foundation of the hiring process: a clear and coherent job description
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Review a current Flume JD
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Understanding key competencies per role
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Set some competencies for a specific role
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Your role in creating and maintaining accurate JDs
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Preparing for the Interview and Interview Format
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Interview Format (Agenda) and roles
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Creating an Interview Script
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Reviewing CVs prior to the interview – what to look out for.
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Planning a score sheet and keeping records
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The Interview Process
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Avoiding Bias
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Closing and interview and setting response expectations
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Types of Questions
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How to use open questions, closed questions, and probes.
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Setting competency-based and behavioural interview questions
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Develop one competency-based question for a job you may interview for
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Develop one behavioural interview question
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Achievement and wholistic questions
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The Critical Incident Technique
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Another type of interview question asks the candidate how they might behave in a certain situation. We will explore why these questions are so valuable, how to develop them, and how to use them.
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Create a critical incident for a job role
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Listening for Answers
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Listening for what the candidate does and does not say is just as important as asking the right questions.
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Evaluating Verbal feedback
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Non-Verbal Communication
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Reading non-verbal cues and evaluating their importance
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Checking assumptions
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Checking References
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We will look at when and how to check references, and who to ask for references.
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Interview Case Studies
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Discussing difficult interviews
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Role plays
Schedule Dates and Booking
There are currently no scheduled dates.