During a facilitation, Jason will take you through:
Are we as individuals doing a good job interviewing? What weaknesses do we see in how we interview?
Do the questions I ask have anything to do with the positions I am interviewing for? Am I unconsciously screening out candidates who could be strong fits for a role?
What level of role am I actually recruiting for? What levels are common to our organizational hiring needs?
Are we asking all the questions that we should depending on the roles we’re hiring? Are we asking too many questions and reducing our candidate pool unnecessarily?
How do the competencies and sub-competencies affect each other? Why is it important to interview for all of them?
Is the role I’m seeking to hire as senior or as junior as I think it is?
What happens if I get these questions wrong? Where do most interviewers go wrong?
What questions should I be asking candidates at a given level for a given role?
How should I prepare for interviewing someone?
What do we do if our budget is too low? Do we really need someone with the skill set that we think we do?
We’ve identified more than one strong candidate for a role, but can only hire one. How do we choose?
We think this person is a good fit in terms of skills, but do they match our values and ethics?
A lot of interview information is sensitive in nature. How do we get someone to open up to us with the level of detail that we need?
We have many questions about our recruitment processes. Could we discuss them in an open forum and get your thoughts?
This takes approximately one business day, where we supply workbooks and materials.
We help you create a question and answer booklet for your open positions so that you can make the right hire the first time.
Contact UsA typical workshop will have between 12-16 participants, so that everyone on your team can receive the full attention of the facilitator and attending members can gain the most from this learning experience through small team exercises.
an easy method for companies to train their managers to focus on asking interview questions corresponding to necessary competencies for a candidate to perform a job well.
companies to assess the level of candidate a company needs to hire, from entry level and semi-skilled labor, all the way to senior management roles.
Companies often discover that they are asking competency questions of candidates corresponding to a different level than they need to hire.
Proficiency in The Interview Pyramid may lead companies either to change their interview questions or change the level of the hire that they want, leading to better hiring results.
The key to good recruitment is to ask the competency-based questions suited to the level at which you are recruiting.