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Recruit a High Performance Team

All too often employees are told to interview a candidate without any background or knowledge on procedures to follow, questions to ask, or an understanding of the legal implications of their conduct. This module reveals:
  • How to establish hiring criteria
  • How to screen applicants
  • How to determine the best fit
  • How to turn down unsuccessful candidates

AUDIENCE
This module provides managers with sound guidelines for seeking, screening, interviewing and selecting team members who will make the greatest impact.

FORMAT AND LENGTH
This module can be presented in one day, depending on participants' skill level and teaching objectives. The module includes:

  • Break out groups to solve team problems
  • Discussion on techniques for team development
  • Exercises and presentations
  • Practice sessions and role plays
COURSE MATERIALS
The participant's workbooks contain reference text and exercises, are bound and three hole punched. The module is divided into three sections, one for each phase of training: the Pre-Workshop Assignment, the Workshop Material, and the Post-Workshop Action Items. Participant's workbooks can be used for classroom instruction or on a self-paced basis.

The leader's guide contains the same material as the participant's workbook, with the addition of a section of introductory notes, answers to exercises and explanatory margin notes. The leader's notes contain tips and techniques on setting up and administering the session, checklists, and other teaching aids. Other beneficial components include:
  • A listing of suggested videos which complement the material.
  • Notes which highlight key points, provide tips for training, and detail competencies to be gained.
  • Margin Notes on the workshop materials which guide the leader through the material and indicate when to ask questions, encourage discussion, use flip charts, break into groups, and refer to specific material.

OBJECTIVES OF THE MODULE

By the end of this module, the participants will be able to:

  1. Hiring Criteria. Establish hiring criteria for positions in their department.
  2. Source. Identify sources for locating qualified candidates.
  3. Analyze Résumé. Analyze résumés in order to conduct a preliminary screening.
  4. Interview. Describe the elements of the behavior-based interviewing process.
  5. Conduct Interview. Conduct a behavior-based interview using the techniques learned in class.
  6. Interview Errors. Identify common interview errors.
  7. Evaluate Candidate. Evaluate and select candidates using a systematic approach - review sources and check references.
  8. Negotiate. Apply principles of negotiation to the hiring process.
  9. Sell the Company. Sell the company to the candidate.


Merit Training Corporation
Phone: 757-546-7703
e-mail: info@merittrainingcorp.com



 


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