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Targeted Selection®: Interviewer (Web-Based)
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A rapidly changing, highly competitive marketplace demands making judicious, informed decisions about the people you hire or promote—decisions that can impact your organization for years.
The Targeted Selection® (TS®) system is the world’s leading behavioral interviewing system. The Targeted Selection®: Interviewer web-based training program is an interactive and engaging virtual format that cuts down time and travel commitments while delivering best-in-class skills. This program provides a structured, replicable approach to interviewing by developing the skills necessary to make the best selection decision.
Do you face any of these issues?
- Do your interviewers have the skills and confidence to ask the right questions to accurately select job candidates who are able and willing to perform the job?
- Do your interviewers know how to make a positive impression on candidates to increase job acceptance rates?
- Do your interviewers know how to evaluate and integrate all the available data to make better hiring decisions?
Objectives Helps associates:
- Build interviewing skills and confidence.
- Use the interview guide to prepare for and conduct an effective interview while making a positive impression on candidates to increase job acceptance rates.
- Gather and evaluate data on a candidate’s entire profile: experience, knowledge, competencies, and motivations.
- Make hiring decisions through the organized effort of candidate data evaluation and integration to hire successful candidates who are willing and able to perform the job.
Secondary Competency
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Course Overview The course offers an optional pre-check to check learners’ understanding of key concepts. “Quick Checks” are dispersed throughout the course to help learners check their understanding and knowledge.
- Introduction and The Targets in Targeted Selection®: Learners are introduced to the “targets” for a fictional job and to the interview guide, a tool for collecting examples of these targets during interviews.
- Gathering In-depth Targeted Data: Learners are introduced to four types of information about a candidate that make up a complete array of targets for success: knowledge targets, experience targets, competency targets, and personal attribute/motivation targets. Then they explore the concepts of STAR feedback, planned behavioral questions, and following up. These concepts are reinforced through video and audio segments, and Quick Checks.
- Interviewing for Motivation Fit: Learners focus on motivational fit, its importance, and how and where to elicit examples of a candidate’s motivational fit in an interview.
- Building Rapport and Managing the Interview: Learners gain an understanding of how to make a positive impression on candidates. Video and audio segments present best practices and positive models. Managing time in the interview is presented.
- Skill Builder: Learners answer a series of questions about the skills and concepts introduced thus far and receive immediate feedback and an explanation of why their response selected was correct or incorrect.
- Evaluate the Data: Learners are introduced to data evaluation concepts and apply the skills using the data collected from the candidate shown in earlier video segments as the data was collected by the interviewer.
- Integrating Selection Data: Through a series of video clips and Quick Checks, learners gain an understanding of data integration and apply the concepts.
- Legal Considerations: Learners select one of four country-specific sections to read about. Each of the four units includes a legal questions exercise for learners to complete.
- Mastery Check: Fifteen questions cover course concepts. Learners select the best response and receive immediate, onscreen feedback.
Skill Practice Options
After training, learners will get a chance to practice their new skills using one of three options:
Video Segment Summaries
- Because an interviewer is unprepared, a job applicant thinks that she may not want to work for this organization. A related clip shows an interviewer conducting an effective interview opening.
- The video candidate provides two STARs in response to a planned behavioral question from the interviewer. A combination of video and audio segments help learners recognize the components of a STAR.
- Seven video segments illustrate how an interviewer can effectively follow up with a candidate to get complete STARs.
- Two leaders talk about why one of them had to fire a recently hired associate because he was not a good fit with the organization. Another clip shows a positive model video illustrating how to interview for motivational fit. Audio segments provide examples of Key Principles and Process Skills.
- Two leaders meet in a hallway and casually discuss whether to hire a candidate.
- A series of clips follows three interviewers through the data integration process from discussing their individual ratings to reaching a consensus rating on one target, to reviewing a Rating Grid and determining whether to keep the candidate under consideration or reject the candidate, to comparing the strengths and weakness of two comparable candidates.
Details
- Target Audience: Leaders, managers, and others involved in interviewing candidates for open positions, especially those in remote locations or who cannot afford time in class.
- Course Length: On average, participants are finished in four hours.
- Facilitator Certification: N/A
- Prerequisites: None.
- Series: Offers a choice of four role/industry-specific participant materials and video for: Professional, Sales, Health care, and Manufacturing.
- Available Learning Formats: Web-based
Related Courses
SCORM Compliance
DDI’s WBT courses are fully conformant with the current SCORM release (up to and including V. 1.2 ) and are being used successfully in numerous enterprises with a SCORM platform.
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