Employer  interview guide
It is imperative that  I have a new employee? What if It's better  to assign new tasks to existing employees? Recruitment and selection of Personnel  is an expensive process. Advertise, travel, accommodation, protocol, possibly hiring hall contracts with specialized agencies, installation bonuses for those coming from other cities. The cost of time devoted by those directly involved in these activities. All the above lead to significant amounts.

It’s true that recruitment and selection activities are expensive, but mistakes in hiring people can be more expensive. For the organization, hiring a person unable to perform the required quantity and quality of work can cost the organization money and time. For the individual, depending on placement in an inappropriate and unnecessary effort can lead to professional dissatisfaction.

The correct recruitment and selection interview with NLP techniques

What would happen if the best person for a job…….. gets the job? Would you like to hire the most effective person for your company?

What would happen if candidates were judged on specific criteria established in advance?

What do I do if an unlikeable candidate is more appropriate for the  job than the one who feels more likeable?
Do I need an interview guide? Is there such a thing?

Enter the following scenario: You want to get a job. You are the interviewed and the interviewer asks you: "How motivated are you to get this job?" ATTENTION! You can answer anything but "highly motivated".

 What answer would you give? What answer did your last candidate give? NLP techniques in how to ask the right questions.

 The purpose of the selection interview is to obtain and assess information about a candidate. These information will enable a valid prediction of his or her future performance in the job.

 Many of us, satisfied for the moment that we hired someone, later we  regret this choice. "I wish I didn’t  hire anyone!This  new employee  confuses  and stresses me more. "

 "Many people are poor at interviewing, although most think that they are good at it.” (M. Armstrong)

 How to be good at it:

The proper structure of personnel recruitment and selection training

1.How to prepare a job ad.

2.How to analyse and sort resumes.

• Purpose;
  • Skills, attitudes, experience and personal characteristics
• Advantages and disadvantages of  interviews;

o   Questions about the candidate’s experience

o   Description of work, clarification of misunderstandings

o   Subjective judgments

• Nature of an interview.

 
Conversation with a purpose

• Arrangements before the interview;
  • Individual interviews, panel interviews, assessment center
  • Where? When? What? Who is the contact?
  • The importance of environmental psychology in recruitment and selection
  • Schedule

• Interview preparation;

o   Which are the criteria used in selecting the candidate? Does the candidate meet the essential criteria for selection? What other information do I need?

o   Take descriptive notes, not judgements of value.

• Timetable;
• Planning and structuring interviews.

 
The 5 steps

• Welcome and introductory remarks;
• Getting information about the candidate:

o   Providing information to the candidate about the organization and the employment conditions;

o   Answering questions from the candidate;

o   Closing interview with an indication of the next step (follow up).

Types of interviews: biographical, situational, behavioral, psychometric structure etc.

• Interviewing techniques - the beginning and the ending of the interview;
• Interviewing techniques - asking questions;

o   Closed questions, open questions, probing questions, hypothetical questions etc.

• The interviewer’s skills;
  

-establishing  NLP rapport

-active-listening

-backtracking

-keeping control

• Reaching to a conclusion;

• 10 dos and don’ts of selection interviewing.
  
  
  
  INVESTITIA: 100 euro( inclusiv TVA)
  
  DATA SI LOCUL DE DESFASURARE: 21-22 mai 2011
                                                                     Timisoara, Sediul NLP Explorer, Str. Remus Nr.9