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Recruitment and Selection Interviewing Case Studies

 

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

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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
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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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