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Selection interviewing skills

Selections skills training video

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  • Overview

    About the programme

    This programme will equip anyone involved with selection interviewing to prepare for, conduct and assess interviews professionally and incisively, ensuring that the right candidate is selected and avoiding the high costs associated with poor selection.

    Scripted by a subject expert and trainer, and with an accompanying trainer's guide, this innovative training programme is comprised of short clips which allow the trainer complete flexibility and control to intervene at any point and jump around to relevant scenes. Scenes demonstrate good practice and bad practice and cover the following areas:

    • An introduction to selection interviewing skills
    • Preparing as an interviewer
    • Exploring and verifying information
    • Reviewing and comparing candidates
    • Selling the job to the right candidate
    • The interviewees' experience


    Unlike many similar products, this programme is not based around a drama. Instead, each scene is firmly centred round a set of key learning points which helps to focus the viewer's attention and consolidate their learning. It represents real employees in an environment which is modern yet neutral and can be used by any type of organisation.




    Programme includes

    • DVD
    • Trainer’s guide

    Information

    Produced by Chartered Institute of Personnel & Development (CIPD) 2009

  • Learning chapters

    1. An introduction to selection interviewing skliis http://www.videoarts.com/product/SIK L01/An-introduction-to-selection-interviewing-skliis http://www.videoarts.com/images/products/SIK.jpg
      This section introduces many of relevant points and as such, it is a useful overall introduction and a stimulus to discussion.... (read more)
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    2. Preparing as an interviewer http://www.videoarts.com/product/SIK L02/Preparing-as-an-interviewer http://www.videoarts.com/images/products/SIK.jpg
      Demonstrates how to identify and specify the key performance criteria of a job and how to translate that information into the qualities and attributes of an ideal candidate, and also how HR can help manager's to illuminate the numerous ways in which applicants can embellish a CV.... (read more)
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    3. Exploring and verifying information http://www.videoarts.com/product/SIK L03/Exploring-and-verifying-information http://www.videoarts.com/images/products/SIK.jpg
      Shows consequences of an interviewer not identifying what he/she is looking for, giving away too much information at the start of the interview, checking only technical/professional details and not probing Also demonstrates different questioning techniques.... (read more)
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    4. Reviewing and comparing candidates http://www.videoarts.com/product/SIK L04/Reviewing-and-comparing-candidates http://www.videoarts.com/images/products/SIK.jpg
      This scene shows a meeting in which interviewers discuss several candidates in a way that illustrates subconscious bias, making reference to attributes not relevant to the job under discussion such as accent and appearance. One of the interview panel highlights the potential bias and its effect and shows how, by reference to clear selection, it can be controlled.... (read more)
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    5. Selling the job to the right candidate http://www.videoarts.com/product/SIK L05/Selling-the-job-to-the-right-candidate http://www.videoarts.com/images/products/SIK.jpg
      The interviewer is knowledgeable and accurate about the facts relating to the job but also 'personalises' what he/she says about features of the job (working hours, promotion opportunities, social life etc) to information gleaned during the interview. As some of the features are negative when 'personalised' the scene illustrates honesty too.... (read more)
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    6. The interviewees' experience http://www.videoarts.com/product/SIK L06/The-interviewees-experience http://www.videoarts.com/images/products/SIK.jpg
      Interviewees' experience during the selection process affects their impression of the organisation as a potential employer. Many factors will affect that impression including administration of the interview process, first impressions, the relevance and depth of probing and how the interview is closed.... (read more)
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Keywords

CIPD, selection interviewing skills, recrutiment, preparation, reviewing and comparing candidates, interviewing