BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20200121T130000 DTEND:20200121T140000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20200121T000000-507774274-example.com DTSTAMP:20200121T000000 DTSTART;TZID="US/Eastern":20200121T130000 DTEND;TZID="US/Eastern":20200121T140000 SUMMARY:Strategic Interviewing & Selection: Getting the Right Talent on Your Team in this Tight Labor Market 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 strategic recruitment and selection that help in obtaining relevant information from applicants and properly assessing it. Interviewers need to know how to hire the right employee for your business by learning what to look for and how to gain that information. The objective of an interview 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 recruiting top talent 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. But if we don’t know where we are going, any road will get us there. PRIORITY:3END:VEVENT END:VCALENDAR