Case Study
- Cranfield University (Education)
Panel Interviewing Skills
A one day course for both new and experienced interviewers
to introduce them to the skills of behavioural interviewing
and provide them with a panel 'real play' using external
volunteers. Topics covered included the person specification,
behavioural interviewing, a panel 'real play' interview
and main group feedback and discussion. Each delegate
was provided with a copy of their tape and detailed
written feedback on their interviewing style following
the day.
"I recently successfully applied the behavioural
questioning technique in practise. My colleagues, who
are not familiar with the technique, were impressed
with it."
- Dr Igor Meglinski, School of Engineering,
Cranfield University
"The course has always received very good
reviews."
- Claire McAnulty, Personnel Officer, Cranfield
University
Case
Study - Scarborough Building Society (Financial Services)
2 Day Recruitment & Selection Skills (non
accredited)
A two day course for both new and experienced interviewers
to introduce them to the skills of behavioural interviewing
and provide them with a panel 'real play' using external
volunteers. Topics covered included the person specification,
behavioural interviewing, a 'real play' interview in
pairs and main group feedback and discussion. Each delegate
is provided with a copy of their tape and detailed written
feedback on their interviewing style following the day.
"Out of the 21 module Management Development
Programme, Kay Buckby has been voted the best facilitator
and deliverer of programmes. Her module for Recruitment
& Selection has achieved major attitudinal shift
from attendee's and I quote 'she really knew her stuff'.
We are very impressed."
- Ann Bays, Training Manager, Scarborough Building
Society
Case Study
- Interviewing for Selection (Business Integration Technologies
Limited)
An intensive one day programme for individuals whose
organisations have no clear policy or procedures on
Recruitment and Selection. The best practice selection
process was covered and delegated were introduced to
the most recent research in the method of behavioural
interviewing. The course ended with hints and tips from
a tutor who is an experienced interviewer and delegates
took away an in-depth binder of extensive handouts which
covered the structure, legal issues affecting recruitment
and selection and the psychology of interviewing staff.
“We are a small company with a requirement
to recruit and retain high quality staff. We realised
that our "interview techniques" needed to
be more focused on gaining real evidence of an ability
to do a job. Techniques to get that evidence were what
we were looking for. The course gave us some fundamental
methods that made good sense, were practical, and easy
to apply. Since then our interviewing process has become
much more refined with a good success rate for quickly
eliminating those candidates not suitable for the role,
based on evidence rather than just gut feel.
Behaviour Interviewing seems to be all about asking
questions that require an explanation of the "truth"
backed up with "evidence". We have found this
to be a good overall management tool!”
- Louise Roberts, Group HR Manager, Business
Integration Technologies Limited
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