The Interview Skills Course Outline
For an Interview Skills course to be effective it needs five elements to be present:
- An appeal to all learning styles. Underpinning research and psychology should support the techniques being trained. There needs to be the opportunity to reflect on the skills and techniques. Learners need practise, feedback and then more practise. The course needs to relate to the real world.
- Relevance to the organisation’s live processes, documentation and procedures.
- The practise of the skills and techniques to be as real as possible.
- Each learner to be assessed against an agreed level of competency.
- Well researched and relevant content.
Interview Skills – A Suggested Course Outline
The focus for the course needs to be everyone who is going to carry out a recruitment interview or a selection interview. The process of interviewing is so open to unconscious bias that it is only fair that all recruiters receive the full training.
By the end of the course you will be able to:
- Produce a person specification which matches task and culture
- Design behavioural interviewing questions
- Use critical incident questioning
- Effectively use the behavioural interviewing techniques to obtain evidence of a candidate’s past behaviour in a given situation
- Use an assessment process which provides objective, unbiased results
Many learners need to see skills and techniques in action before they try them out for themselves. We use our own professional film scenarios which we scripted and created to illustrate different aspects of this skill set.
Each Interview Skills training course needs to be built around these filmed interview scenarios so that you can learn the skills of interviewing by watching how it is done before you practise.
The course also needs to provide real interview practise. Role play just doesn’t work when learning how to develop your interview skills.
Interview Skills Filmed Scenarios
Watch a sample from one of the videos
Watch other video samples from this collection
Interview Skills – Practise and Feedback
It is a good idea for you to run practise interviews in interview rooms and then film each interview so you can provide feedback after the interview as finished.
You will find that each learner will benefit from carrying out at least two practise interviews. The greatest learning on the course will happen during the feedback session after the first practise interview.
Please select an option below for more information
What behavioural Interviewing is and how the questioning process works.
Behavioural Interviewing Training
We can tailor a behavioural interviewing course for you to fit your internal processes and documentation.
Find out more about how this works.
We can accredit any of the training we provide for you.
This will show that your people have been trained to an agreed standard.
Each course certificate is produced by the Institute of Training and Occupational Learning.
Behavioural Interviewing Accreditation Case Study
An example of how we created accredited training for Gloucestershire Constabulary.
A very effective way of identifying the right people for the job is to design and run an Assessment Centre.
Learn the skills you need to create and run effective assessment processes with this in-company tailored programme.
Behavioural Interviewing – Courses and Resources
Online learning for the recruiter and also for candidates who want to be well prepared for their interview.
Our well-known Ready made Courses in a box for Recruitment Interview Techniques and for Job Interview Skills.
Each course comes with all your facilitator notes, handouts and activities plus a full set of video scenarios.