Though some of us may not be convinced of the huge cost of the wrong hire, we have certainly experienced the “toxicity” and the “pain” of having the staff of the wrong fit in our organisation. Likewise, we also have a positive experience of having high-performance individuals in our organisation. So, how can we optimise our chances of recruiting a “gem”, should we employ someone who fits the job or fits the organisation culture?

Objective

At the end of this 1 day intensive workshop, you will be able to:

• Understand the cost of hiring the WRONG Candidates and the benefits of Hiring the RIGHT candidates
• Understand the Importance of Recruitment & Interview: Start of Employee experience.
• Learn the 4-Step Interview Process (Sourcing, Preparing, Execution, Evaluation)
• Learn the differences between Competency-Based Questions, Performance-Based Questions and Scenario-Based Questions
• Plan relevant interview questions in line with your organization’s Vision, Mission, Values and Job Scope
• Apply the Interview Process through role play practices

Outline

Module 1

• Ice Breaker, Welcome and Learning Objectives
• Introduction to Hiring Right
• Cost of Wrong Hires
• Importance of Recruitment (Sourcing) & Interview: Start of Employee experience.

Module 2

• Brief introduction to 4 step Hiring Process (Sourcing, Preparing, Execution, Evaluation)
• Step 1: Sourcing
  Hiring Manager to define the job scope and requirements
• Step 2: Preparing (Part 1)
  Brief Understanding of the difference between Person-Job Fit or Person-Organization Fit
  Introduction to different interview questions
  • Competency Based Interviews
  • Performance Based Interviews
  • Scenario Based Interviews

Module 3

• Step 2: Preparing (Part 2)
  • Listing of standard questions to ask all candidates (to establish consistency across all interviews for the same job/position)
  • Recommended replies for FAQs from interviewees
  • Establish your Interview Style
  • Do’s & Don’ts of Hirer in Interview (face to face & online interviews)
  • Establishing the roles of different stakeholders (interviewers) present at the interview

Module 4

• Step 3: Execution (Interview)
  • Adopting inquisitive mindset
  • Observe what interviewees are saying and not saying to you (Body Language)
• Step 4: Evaluation
  • Evaluation of the interviewees (resume & interview)
  • Followup – selected and rejected interviewees, ensure positive employee experience

Who should attend

HR Recruiting Team, HR Managers, HR Business Partners, Hiring Supervisors/Managers, Line Managers or anyone in the organization who wants to improve their interviewing skills.

Testimonial

Nichole Yeo's Profile

Nichole was the Associate Director in National University of Singapore, Office of Alumni Relations from 2011 to 2016. Leading a team of eight members, she brought along record breaking events turnout for three consecutive years. To meet the corporate mission of increasing the engagement level of alumni, she led in the organisation of events of different nature, from a family day of 6000 participants to the forum of 300. She was also involved in volunteer management and supervised the administration and compliance issues for both the local and overseas alumni chapters.

Believing in the importance of acknowledging the strength of each team member, she coordinated and executed the project with 100 crew members. With an average of 3 events a week, keeping high team morale and being efficient is key.

Besides her experience in public relations, volunteer management and project management, she had the opportunity to work in Bangkok and Shanghai. By leading foreign teams, she came to appreciate the differences in culture and the importance of body language in communication.

Nichole is a Master Trainer in DISC and EIQ, Certified Neuro-Linguistic Programming (NLP) & Time-Line Therapy Practitioner, Certified Facilitator for Thomas Kilmann Conflict Mode and Friday Night @ER Systems Thinking Simulation Game.