Behavioral Interview Skills - Hire the right talent to fit the job (adv) - 1 day

Tuesday, November, 4th 2014 Having trouble viewing this email? click here         Note:   Companies can claim 400% tax deductions or 60% cash payout of total training expenditure under the Productivity and Innovation Credit (PIC) Scheme. Terms and Conditions apply. For more information, please check out IRAS website here This Issue Programme Background: Course Outline Course Programme Details Course Methodlogy Expected Outcomes Who should attend? About the Trainer Course Information   Date:   4 Nov 2014 (Tue) Time:   9am to 5pm Venue:   Concorde Hotel Function Room (f.k.a Le Meridien Hotel) Orchard Road Fee :   S$400 (NETT) | S$160 (After PIC Cash) * Inclusive of teabreaks and lunch To register, please contact Jaslyn @ 9767 9686 / 6278 9785 or jaslyn@cbsgroup.com.sg Registration is on a 1st come 1st serve basis. Register early to avoid disappointment. Click here for registration form Unsubscribe If you no longer wish to receive our email advertisements - please reply "unsubscribe" as the subject. Thank you     1 DAY BEHAVIORAL INTERVIEW SKILLS   Programme Background:   Today, organizations increasingly need to differentiate their talent. High performers are worth their weight in gold, how do you identify and hire high performers? One high performer can deliver more than 80% of sales results, significantly higher levels of customer service satisfaction and productivity. The second key pressure point organizations face is change. The pace and pressure of change facing organizations drives constant re-development of jobs, roles and expectations. Competency systems can suffer from being too generic and therefore fail to capture the three keys for all positions:   behaviors that differentiate high performance behaviors that reflect the values and culture of the team and organization relevant technical competencies   The answer to this problem is to continuously update your job descriptions each time you hire. Use the opportunity to review and update your job descriptions. In this way you prepare a solid foundation for conducting interviewing and are far more likely to hire the talent you need that will fit the job requirements. From this sound foundation, interviews can be positioned appropriately in the selection process. In this course we will examine these foundations before devising interview questions and practice their use in simulated interview conditions. Finally, we will examine the ways in which interviews may go wrong and contribute to poor talent decisions. We will discuss ways to avoid making poor hiring decisions and guard against these influences through adopting a complete recruitment strategy. Through case study examples of best practices and a series of practical exercises participants will progressively build their understanding and skills in Behavioral Interviewing.     Course Outline   Preparing for Interviewing - Defining the Job requirements Defining the key success requirements of a job or role Differentiating competencies, behaviors and technical skills Job analysis explained Validation - routes to increasing predictive power of on the job success HR vs. Line Management roles in defining the job Preparing for Interview - Preparing the interview structure, roles and questions Structure for effective interviews Creating behavioral questions to address key requirements Assigning roles and preparing for interview Conducting the interview Following the plan and adjusting the plan to meet the candidate Controlling common interview mistakes and bias Rating the answers and managing impressions Choosing a final candidate Additional sources of information required to make an effective hiring decision Ranking candidates Interim, provisional decisions and other preview strategies Managing manager's expectations Readying for the next step…on-boarding   Course Programme Details   Day 1: Introductions Introduction to Participants Course Trainer Preparing for Interviewing - Defining the Job requirements Presentation: Defining the key success requirements of a job or role Differentiating competencies, behaviors and technical skills Job analysis explained Validation - routes to increasing predictive power of on the job success HR vs. Line Management roles in defining the job Case exercises - preparing for interviewing different types of roles - critical, support, professional, administrative, senior and junior levels. Break   Preparing for Interview - Preparing the interview structure, roles and questions Presentation: Structure for effective interviews Creating behavioral questions to address key requirements Assigning roles and preparing for interview Case exercises - preparing for interviewing different types of roles – critical, support, professional, administrative, senior and junior levels. Developing Diversity Essential Elements of a Diversity Program From Values and Beliefs to Policy, Procedures and Practices Organizational case best practice examples Developing an Organizational Framework Four Strategic Options: Managerial level, Team Level, Training and Promotions Lunch   Conducting the interview Presentation: Following the plan and adjusting the plan to meet the candidate Controlling common interview mistakes and bias Rating the answers and managing impressions Exercise: Case interviewing conducting interviews. On-boarding the Generations Defining an 'ideal' onboarding program for each generation De-brief Break   Choosing a final candidate Presentation: Additional sources of information required to make an effective hiring decision Ranking candidates Interim, provisional decisions and other preview strategies Managing manager's expectations Readying for the next step…on-boarding Case Exercise: Applying decision-making to previous cases. Course Review and Close Summary of Day – main principles and best practices   Course Methodology   This course is practical hands-on course that comes with the necessary principles provided to guide practical skill development. The course draws on the work context of each participant to develop their skills in a realistic setting using case work, skills exercises, group work and presentation/debriefings.   Expected Outcomes   As a result of this program, the following outcomes are expected: Participants will: Able to advise management and prepare job requirements, structure and logistic arrangements for interview Understand the role of management versus human resources in interview Understand the application of job analysis to defining job requirements Apply best practice job design to create a sound basis for interview Understand the levels of job validation and select the right level of validation in specific cases Be able to create interview questions and conduct effective behavioral job interview Understand the various factors that are considered when making hiring decisions including references, job application, interview and other information Control common interview mistakes and bias Rate interview answers and manage impressions Select the appropriate action post interview   Who should attend?   This Masterclass is highly beneficial for business leaders and HR Professionals including: HR Mangers & Directors Senior Officers and Team leaders in Government Agencies Line managers & Supervisors Employee Relations Professionals Functional Managers; and others who have a people management role.   About the Trainer     Dr John M.  Read Dr John  M. Read has been training and facilitating for over 30 years. He has been in Leadership and Talent Management consulting for over 20 years. He has worked in Asia for more than 12 years and led his own business for more than five years in the region.  John has led client engagements with IBM, France Telecom (Equant buy-out) Haarman and Reimer (merger with Dragaco) where he advised MD and Senior leadership teams on change strategy, processes and communications and delivered executive coaching support across Asia Pacific. As Practice Leader, John has managed Asia Pacific executive leadership development projects involving multiple stakeholders, delivery associates and resulting client and stakeholder relationship management. Currently John is retained by Bayer Corporation of Germany to deliver leadership courses in India, China, Singapore and Australia. Delivery comprises of workshop facilitation, 360 degree survey feedback and coaching as a Bayer Accredited facilitator. John has been recognized by Bayer as a successful provider of these leadership programs across Asia Pacific and was recently re-accredited by Bayer for the next stage of these courses. Qualifications John holds a PhD in Leadership Psychology with Monash University Australia  and a double-degree in psychology and applied mathematics from Melbourne University in Australia and a MSc. (Asia Pacific Human Resource Management) from the National University of Singapore. John is an Internationally Certified Job and Career Transition Coach, and certified Executive Coach. John is accredited in Chally Assessments used by NASA and USA Justice Department Professional History of Client programs delivered Organisational restructuring, Change Leadership and Transition Services Clients in Asia, since 1996: Algorithimics Pte Ltd Bank One Pte Ltd British Telecom Services Butterworths Asia Credit Swiss First Boston Daimler Chrysler Danfoss Industries Deutsche Bank Dow Chemical/Union Carbide Equant Network Services Haarmann & Reimer Heinz Sinsin Pte Ltd Honeywell Automotive & Honeywell Aeronautics Insurance Corporation of Singapore Interwoven Software Iomega Corporation Logica/CMG Phillip Morris Nokia Rational Software Pte Ltd Seagate Technologies International Webmethods Singapore Pte Ltd Universal Leaf Corporation Management and Executive Development Clients: Aviva Insurance Bank One Pte Ltd Deutsche Bank Butterworths Asia Credit Swiss First Boston Interwoven Software Heinz Sinsin Pte Ltd Shell Chemicals Division Seagate International Iomega Corporation Logica/CMG Phillip Morris Nokia Rational Software Pte Ltd

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