The aim To use the concept of 'behavioural interviewing' to predict the future performance of candidates. About the programme Behavioural interviewing: taking the guesswork out of recruitment shows how to conduct an effective interview. It shows that past behaviour is the key to predicting future performance. Rather than using intuition (I'll know them when I see them), an interviewer can use the questioning techniques demonstrated to retrieve relevant information based on their past experiences. A candidate's qualifications, experiences, posts they've held, level of responsibilities taken are all important details that you need to know. But the unanswered question is 'how will they actually perform in the precise job you're advertising?' Because behavioural interviewing is a technique that is so important, so effective and always successful that it needs to be used consciously and systematically in every selection interview. This new programme covers the following five stages of behavioural interviewing technique: -Draw up a behavioural profile -Focus on critical incidents -Hide your hand -Take your time -Make a list of key qualities Behavioural interviewing will also show the importance of conducting a thorough review of the job requirements, drawing up a list of interview questions, getting behavioural examples in the interview, and then rating the interviewee's skills against the job specification. The benefits -Suitable for managers, supervisors and personnel specialists -Introduces the proven system of' Behavioural Interviewing' -Realistic interview scenarios put the message in context DVD extras As well as the main programme, which is chapterised for ease of use, the DVD version of Behavioural interviewing includes the following additional learning material; Getting started How to get from broad introductory questions towards more specific 'behaviour' based questions. Looking for evidence How to avoid the danger of misinterpreting evidence from a single incident, recognising 'danger words' and watching out for openings. Detective work Using silence to your advantage, spotting when a candidate is being evasive and the importance of what people leave out as well as what they say. General points Spotting patterns in responses, concentrate on recent experience, judge younger candidates leniently and ignore irrelevant weakness. Coming soon - Multi language DVDs. For more details call +44 (0) 207 400 4800 This new programme covers the following five stages of behavioural interviewing technique: -Draw up a behavioural profile -Focus on critical incidents -Hide your hand -Take your time -Make a list of key qualities Programme includes: DVD(25 mins) Course leader's guide Group training workbook Self-study workbook Powerpoint presentations slides

The aim To provide managers with all the necessary skills to conduct an effective recruitment interview. About the programme A selection interview is a bit like detective work. Suspects must be eliminated until the right person is found, whether from inside or outside the organisation. Making the right selection choice means knowing the budget was spent well, a valuable asset has been acquired and that colleagues will be motivated by the new team member. It's your choice shows that too many people get the costly decision wrong, introducing three managers who make common mistakes. It then shows the viewer how each manager learns from these mistakes. Ethelred the Unready is unprepared, knows little about the job or the candidate, and is constantly interrupted by colleagues as the interview progresses. It is not until he is more organised and professional that he is able to make the best choice. Ivan the Terrible would rather trumpet his own opinions than encourage the candidate to talk. He eventually learns about asking open questions and listening to what the candidate has to say. Gillian the Silent allows the candidate to take over. She fails to probe or voice her doubts, and realises she has to be more affirmative and specific to gain the information she needs. The benefits -Targeted at inexperienced staff conducting recruitment interviews -Uses the memorable wrong-way, right-way approach -Breaks learning into three separate scenarios -Includes interviewee tape for internal candidates (available for separate purchase) The Interviewee preparation programme, which also forms part of the It's your choice programme, explains to job candidates how to research a company and question interviewers to find out the things that matter to them. It is suitable for internal candidates, as well as for schools and colleges to prepare graduates for the job market. Programme includes: DVD (30 mins) Interviewee programme (5 mins) Meeting break DVD Course leader's guide Delegate worksheets on disk Powerpoint slides/OHPs on disk Self-study workbook on disk

The aim To use the concept of 'Behavioural Interviewing' to predict the future performance of recruitment candidates. About the programme A candidate who interviews superbly may not live up the interviewer's expectation in terms of actual performance. To help make the selection process more objective, leading industrial psychologist Dr Paul C Green has developed a system of 'Behavioural Interviewing'. This best-selling programme shows that past behaviour is the key to predicting future performance. Rather than using intuition to select a candidate, the interviewer must use intuition to ask the right questions and discover examples of their past performance. The skills demonstrated in the programme include maintaining control of the interview, using silence as a tool, how to listen and use appropriate feedback, and seeking contrary evidence to truly determine the candidate's skills set. Viewers will also learn the importance of conducting a thorough review of job requirements, drawing up a list of interview questions, getting behavioural examples in the interview, and then rating the interviewee's skills against job specification. The benefits Suitable for managers, supervisors and personnel specialists Introduces the proven system of 'Behavioural Interviewing' Realistic interview scenarios put the messages in context Materials included for developing a half-day selection course Programme includes: DVD(20 mins) Course guide 5 OHPs Quick guide Reminder card

The aim To enable interviewers to follow a logical route towards making a good recruitment decision. About the programme When can you start? reveals a logical sequence of events for getting the right person for the job, which begins long before the interview process. The first step is investigating what the job entails and the skills and personality of the right candidate. The programme shows the mistakes that a manager is making by not thinking about what person would best fit the role, putting out vague advertisements and conducting confused interviews. Instead the manager focuses on compatibility within the team, close scrutiny of applications, a searching interview technique, and measuring candidates against the job and not each other. The benefits Focuses on preparation and job specifications, rather than the interview Suitable for all managers and team leaders Humour and real life are combined to strengthen key messages Programme includes: DVD (27 mins) Briefcase booklet Discussion guide