DESCRIPTION

How to determine if a job candidate can live up to his or her own hype. Join Ron Meiss as he shows you the techniques used by hundreds of managers for finding and hiring the most skilled and qualified people, always!

Performance Interviewing System, as demonstrated through several dramatic scenarios in this video, breaks down easy-to-follow actions for preparing questions, analyzing responses, and selecting the best candidate whose job performance won't let you down. Plus, Ron answers questions about the interviewing process managers fear most, and he offers suggestions for handling awkward situations.

You'll Learn How To:

• Identify appropriate job skills
• Ask the right questions of each person interviewed
• Organize and analyze responses in order to make the best decision.

Length: 30 minutes - download now!

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DESCRIPTION

#1 All-Time Best Selling Training Video

More Than a Gut Feeling III teaches you to select the most qualified job candidate by applying the ever-popular behavioral approach™ to interviewing. This method, developed by industrial psychologist Dr. Paul Green, directs you to probe the job applicant for specific examples of their past.

The reason is simple: The best predictor of a job applicant's future work behavior is their past work behavior.

How-To Training Points:

• How to plan a logical, structured interview that includes pre-planned interview questions
• How to recognize the importance of developing an interview plan based on thorough knowledge of the job
• How to understand that a behavioral example is a specific life-history event that can be used to determine the presence or absence of a skill
• How to use interviewing techniques that allow for interviewer control
• How to explain why it is important to make selection decisions based on facts and information, not on a gut feeling
• How to explain why the concept of “the best predictor of future behavior is past behavior” is so important in the behavioral-based interview process
• How to recognize why some questions cannot be legally asked in the interview process

  Viewers of More Than a Gut Feeling III will learn helpful job-related interviewing techniques practiced by so many hiring staffs all over the world. You can refrain from judging an applicant on gut feeling by: asking rapport-building questions; discussing the job; taking notes and explaining why; asking specific, open-ended questions to get specific answers; allowing for silence if necessary; maintaining control; getting contrary evidence and evaluating. This video applies these techniques to the most common interviewing situations and helps you to refrain from judging the candidate on intuition.

  SPECIAL FEATURE: Dr. Paul Green introduces the video with a personal message about his behavioral approach to interviewing and concludes the video with questions to think about the next time you interview a job candidate.

  Video Synopsis: Two strangers, Ann and Will, strike up a conversation about interviewing practices while sitting next to each other on an airplane. Will has had previous problems hiring the “right” person because he doesn't know what questions to ask during an interview. Ann gives specific examples of how she uses behavioral-style interviewing to avoid making conclusions based on her gut feeling. Will follows Ann's techniques and successfully conducts his own interview!

  For Your Business Issues On:
  Hiring, Personnel Staffing, Recruiting, Retention, Selection Interviewing, Turnover

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Learn legal interviewing skills to avoid a discrimination lawsuit!

Managers within your organization may well understand the importance of avoiding obvious discriminatory interview questions based on age, race, sex, religion and national origin. But, what if a manager asks a discriminatory question——unintentionally? The updated video training program You Be the Judge II provides managers with expert advice about why they must be aware of their legal limitations before conducting a job interview. This includes knowing which questions are legal and illegal, and following a structured interview plan that directly relates to the job requirements. In addition, by avoiding spontaneous comments or questions that aren't included in the interview plan, managers are less likely to let the interview steer off track to the job applicant's personal life. In short, managers will walk away from this video knowing the important rule of thumb: if the interview question does not relate to the job, don't ask it!

How To Training Points

• How to ask legal interview questions
• How to take objective, job-related notes that won't get you into legal trouble
• How to avoid discrimination during the interviewing process
• How to hire on the basis of job-related issues only
• How to avoid questions of age, race, sex, religion and national origin
• How to use a structured interview plan

  Video Synopsis

  This Law & Order-style video will add drama to your training session as viewers watch Virginia, a job applicant who suspects that she has been unlawfully discriminated against because of her gender. Her interviewer, Mr. Coleman, asks if she has children and therefore assumes that she wouldn't be fully committed to the job. Realizing that this question based on her personal life was unlawful, Virginia takes her case to court. During the lawsuit it is discovered that Mr.Coleman acted biased even while taking notes throughout the interview, jotting down that she was "attractive" and "wouldn't fit in here." Mr. Coleman's lack of knowledge on how to conduct a legally defensible interview resulted in a costly expense for his company.

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