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Interviewing and Selection

Making the wrong choice of employee after a lengthy and expensive recruitment process is a disaster and difficult to undo. Interviewing and selection – requires a set of specific skills that enable you to make the right choices.

This programme is for you if:

you want to learn how to prepare for, structure, and conduct successful interviews. It combines the implementation of a recruitment strategy with skill development which you are then able to put into practise.  You will be given the tools to develop effective scoring systems and tips on providing feedback to unsuccessful candidates to ensure a fair and objective process built around the requirements of the job role.

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Learning Objectives

On completion of this course you will be able to:

  • Appreciate the consequences of making a bad recruitment decision
  • Understand discrimination legislation and its impact on the recruitment process
  • Define a strategy to get the right fit
  • Know the essential steps in preparation
  • Practice the key skills required for a successful recruitment interview
  • Appreciate the factors to be considered when screening application forms

Course Content

Introduction and Objectives

Recruitment and interview process

  • Defining the process
  • Reviewing the current methods
  • Why things go wrong
  • Consequences of making a bad decision
  • Identifying roles and responsibilities
  • Development of an interview plan

Getting the right candidate

  • Clarifying your requirements
  • Job descriptions and specifications
  • Analysing candidate data
  • Screening applications

Competency/behavioural interviewing

  • What is it?
  • Techniques for validating information from the candidate


The interview setting

  • Interviewing structure
  • First impressions
  • Setting the right environment
  • Style of interview – one-to-one/panel    
  • Effective communication
  • Overcoming barriers to communication
  • Building rapport
  • Positive body language

Questioning techniques and effective listening

  • Open and closed questions
  • Probing questions – seeking evidence
  • Note taking – recording information

Employment legislation and equal opportunities

  • Current legislation on selection
  • Lawful and unlawful
  • Subconscious decisions and discrimination

Post interview process

  • Review candidate against competencies/behaviours
  • Selection of the right candidate reviewing performance, strengths, weaknesses
  • Giving feedback to unsuccessful candidates

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