BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20191203T130000 DTEND:20191203T143000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20191203T000000-435634107-example.com DTSTAMP:20191203T000000 DTSTART;TZID="US/Eastern":20191203T130000 DTEND;TZID="US/Eastern":20191203T143000 SUMMARY: Strategic Interviewing & Selection: Getting the Right Talent on Your Team DESCRIPTION: The effectiveness of the Recruiting, Interviewing and Selection process can be no greater than the quality of the interviews themselves. Interviewers need to know how to follow a proven methodology for obtaining relevant information from applicants and properly assessing it. Interviewers need to know what to look for and how to gain that information. The objective of strategic recruitment and selection is to identify candidates who can and will effectively perform the job - while fitting into the organization. Some experts say that "the typical interview - conducted by an untrained interviewer - is often no better than chance at predicting how an applicant will perform on the job.” Too frequently interviewers follow one of the following interviewing approaches; Eyeball Interview: 'I knew the minute I saw her she couldn’t handle the job' Friendly Chat: 'A pleasant experience talking about sports, the weather, mutual acquaintances, etc.' Random Interview: 'Asking a random series of questions with no job specifications in mind' Since a human tendency is to like applicants who are like us, a very important step for interviewers is having a thorough understanding of the position’s specifications. As obvious as this seems, some interviewers fail to take the time to identify the specific job criteria needed to be successful in the vacancy. PRIORITY:3END:VEVENT END:VCALENDAR