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When:

Tue May 7 2019, 9:00am–5:00pm
Wed May 8 2019, 9:00am–5:00pm
Thu Aug 15 2019, 9:00am–5:00pm
Fri Aug 16 2019, 9:00am–5:00pm
Thu Nov 14 2019, 9:00am–5:00pm
Fri Nov 15 2019, 9:00am–5:00pm

Where: SMU - School of Economics & Social Sciences, 90 Stamford Road, City Hall, Singapore

Restrictions: All ages

Ticket Information:

  • Early Bird: $631.30
  • Normal: $695.50
  • Members: $588.50
  • Additional fees may apply

To ensure that an organisation is competitive and successful and avoid unnecessary people problems, it is essential to put in place an effective process for its recruiters to be effective in employee hiring. If one exercises careful selection of the right type of candidates at the hiring stage, one could save the organisation from dealing with performance-related problems at a later stage.

Hence, in hiring, one must ensure that the right people are attracted in the first place. In most organisations, the selection and interview processes are still the main approaches used for hiring, and is the most effective, if done correctly.

After the workshop, you will be able to:
- be equipped with the relevant interviewing skills and techniques to assess candidates consistently and accurately
- meet strategic selection objectives effectively with competency-based interview techniques
- use questions as well as observation and listening skills to make accurate assessment of candidates
- conduct structured competency-based interviews confidently and effectively with the competency evidence collection framework

What you will learn
Understanding Effective Competency Based Interview (CBI) Selection Method:
- Definition, scope and strategies
- Mechanism before, during and after the interview

Preparing and Planning for CBI Selection Approach
- Documentation review
- Identify gaps and questions

Understanding the “Performance Matrix” and its applications in the selection process
- Competencies, actions, behaviours, results and impact

Determining required competencies
- From job descriptions, performance capabilities and success profiles
- Learning from Skills Framework

Determining performance-oriented selection criteria
- For different levels of appointments

The effective approach to selection interview
- Welcoming the interviewee and putting him at ease (effectively opening the interview)
- Speak and listen, get information
- Use of questions
- Get the interviewee to speak and relate to experiences
- Check for conflicting information
- Controlling the process
- Check and counter check
- Record notes

Asking appropriate questions to assess “soft skills” and “values”
- Assessing culture fit, interpersonal skills and “other abilities”

Identifying evidence for competencies
- S.T.A.R. approach
- Detecting result-driven behaviours and actions
- Documenting and verifying performance related evidence in CBI

Asking in-depth questions with different CBI perspectives
- Probe for the integrity of candidates

Common Do’s & Don’ts when interviewing
- Guidelines from the Tripartite Alliance for Fair Employment Practices

Making selection decisions
- Ensuring that candidates to be hired are able to learn and grow with the organisation
- Using the right set of selection criteria
- Evaluating and integrating all information to make the most accurate, balanced hiring recommendations and decisions
- Recommendation for post-hiring follow-up actions for any specific candidates

Who Should Attend?
Supervisors, executives and managers who will be hiring and recruiting for their companies.

Methodology
Participants are guided through practical steps of the topic with a combination of application exercises, group discussions and discussions on actual recruitment problems with experience-sharing.