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Performance Based Interviewing - 20 February 2008

Performance Based Interviewing - 20 February 2008
. Please Note --> This is a Past Event!! .

Date: 2/20/2008
Time: 9:00 AM TO 4:30 PM

Cayman Islands Chamber of Commerce
P.O. Box 1000
Grand Cayman KY1-1102
CAYMAN ISLANDS,


Phone:
(345)949-8090


Event Description:

Profitability and customer satisfaction are directly impacted by the quality of the people you hire Performance Based Interviewing or PBI is a powerful interviewing method that accurately predicts the future performance of job candidates.

Selecting the right person for the job means predicting how a job caudate will apply their knowledge and imitative once on the job. Many interviewers are very good at confirming candidate skill and job knowledge, but that doesn’t guarantee success on the job. Some candidates may have the skill and initiative but are unable to work cooperatively with others or be decisive in difficult situations. Making the wrong hiring decision can seriously add to poor morale, lower productivity as well as increase the cost of recruiting and hiring.

PBI is based on three critical interviewing characteristics.

First, in order for any interviewing method to be effective, it must be based on observable, job-relevant, behavioral information. Traditional interviewing techniques invite candidates to answer questions concerning how they should behave on the job. Many candidates are very good at answering questions concerning their general work experience or skills.

Second, PBI goes beyond the general and asks candidates to provide specific examples of past work behavior. Behaviors are very difficult to change and, once established, tend to continue through the life of an individual. A structured questioning process allows interviewers to go beyond asking the candidate to describe their skills and work experience. Simulations questions easily surface the candidate’s true personality characteristics and work values. Interviewers can easily compare the candidates attitude and abilities with those expected on the job. PBI Ensures ‘Job Fit”.

Finally, interviewers must be able to match observable performance requirements with examples of performance demonstrated in relevant past experience. The candidate that actually has effectively exhibited relevant job behaviors in the past are more likely to succeed in the future.

Performance based interviewing enables interviewers to create an open discussion with the candidate. This unique interviewing process provides an open window into the candidates past experience. Candidates are asked to provide specific examples of their past work behavior - behavior that is relevant to current job requirements. In doing so, candidates demonstrate where they do or do not match the expectations in the current job. Because candidates are providing specific work examples you have a unique opportunity to view the values behind their decisions, relationship skills, and initiative.

For example, candidates may be asked to describe how they handled situations that conflicted with company policy, how they dealt with competing work priorities, or conflicts with others. You gain a complete picture of the skills and values that form the bases of their future performance on the job. Past performance is the best predictor of future performance.

Throughout this process, PBI follows four basic interview goals essential to successful candidate selection. They are:

1. Systematically approach job interviewing based on required knowledge, skills and abilities.
2. Identify specific examples of work experience where required job knowledge and skills are demonstrated
3. Turn work experience situations into simulation questions.
4. Ask simulations questions to observe where candidates have demonstrated behavior in past work situations relevant to current job requirements.
5. Match candidates past behavior and experience with organizational expectations to make the best hiring decision.

The unique combination of linking job requirements with behavior based simulation questions results in fair and impartial interviews. Matching candidate competencies and values against the key job requirements is highly predictive of top performance on the job.

Learn how to:
• Quickly build rapport with candidates
• Identify work competencies that lead to high job performance.
• Create interview questions that compare candidate initiative and capability with the requirements for high performance on the job.
• Significantly reduce rater bias during interviews
• Take accurate interview notes
• Maintain control during the interview; encourage candidates to talk or tactfully refocus their attention.
• Develop and equitably rate candidates on interview work sheets
• Conduct fair, legal and impartial interviews.

COST

$175 (Members)
$250 (Future Members)

CANCELLATION POLICY:

CANCELLATIONS MUST BE RECEIVED IN WRITING 72 HOURS PRIOR TO THE COURSE IN ORDER TO OBTAIN A REFUND. NO SHOWS WILL BE CHARGED THE FULL AMOUNT

PARKING

Parking is available behind Food For Thought/The Bistro on Mary Street.

INSTRUCTOR

Rod Waddell is an international consultant in management development, human resources and staff training. He has numerous clients in the Fortune 500 Group in North America as well as more than 20 years experience in the Cayman Islands.

He has conducted seminars and workshops for the Cayman Islands Chamber of Commerce for more than 12 years. Mr. Waddell has a Bachelor's degree in Psychology and a Master's degree in Counseling from the University of Central Florida.


Directions:
Macdonald Square Building, 2nd floor
51 Fort Street
Next door to the George Town Town Hall
Across the street from the Library

Parking available behind Food For Thought/The Bistro on Mary Street


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For general inquiries email us at:  [email protected]



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