 PEOPLE ARE SAYING...
Comments from the International Society of Human Resource Management Conference.
“ The most usable concepts I have heard on this subject. Get him back for more!!”
“ This guy was fun, entertaining and informative, a great learning experience.”
“To be able to predict behavior of applicants and candidates for promotion will be super valuable to me. Thanks for bringing this man as a speaker.”
“I can hardly wait to use what Dr. Owens has given us in this presentation. I believe it is going to make interviewing far more fun and me more effective selecting the best applicant.”
“ Dr. Owens has given me more Insight into interviewing and selection of applicants than I have developed in my 23 years of experience. Thanks for this opportunity.”
“The ability to blend meaningful content with humor is a rare gift. Orv Owens possesses this talent, as demonstrated by his session at our Annual Conference. His presentation was one of our most highly rated programs and beyond that was rich in content and practical applications.”
Barbara Sadek
Manager of Education
SHRM
| | A 12-hour workshop that gives answers to the following questions:
WHY do most interviewers ask obvious questions and get obvious answers?
WHY does it cost American businesses over $26 billion a year to prepare, conduct, and evaluate interviews?
WHY do less than 50% of newly hired people last more than six months in the position for which they were hired?
WHY do interviewers continually make the mistake of promoting the wrong person to management positions, which adds to the cost of training and lost productivity for the company?
BECAUSE most interviewers ask questions that cause the applicant to give an answer that they believe will impress the interviewer rather than give accurate feedback and insight into the individuals abilities and capabilities. This makes the answers worthless in the hiring or promotion process. Interviewers often do most of the talking, feed the candidates the answers they want to hear, and then are surprised when the newly hired employee does not meet up to expectations.
The effective interviewer must understand how to read the candidate’s answer to probing questions, have enough flexibility to pursue answers needing deeper investigation, and match the findings against the requirements of the job description. When the interview is over, the professional interviewer should know more about the psychological makeup of the interviewee than that person knows about himself or herself.
Results of this teaching will be new employees becoming a vital part of the team and fulfilling their role within the organization. The art of hiring and training new employees into highly productive team members becomes a reality when you can predict how a person will act or react in any given situation. Will pressure cause this applicant to fail? Can this person handle hours of detail work and enjoy it? Does this person have the people skills to project the company image we desire our customers, clients or patients to see and feel? Is this person looking for a career or just a temporary position? How will this person fit with our corporate culture? You will learn how to find answers to these questions and many more that will make you highly skilled in interviewing.
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