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所在平台: Udemy |
课程主页: https://www.udemy.com/course/interviewing/
课程评论：没有评论
课程名称：招聘的基本面试技巧 概述：此课程旨在帮助招聘经理提高面试和招聘的能力，尤其是针对缺乏实际练习和量化方法的问题。许多培训课程提供的往往是主观性的问题和无效的技巧，而本课程则聚焦于通过量化的证据基础问题，提升候选人的技能与特质评估。 课程内容分为三个主要模块： 1. **初步准备模块**：学习量化的尽职调查方法，如何撰写职位描述、准备面试问题，并考虑不同的来源系统。 2. **面试模块**：掌握完整的面试流程，了解不同类型的问题、应用的软技能以及应避免的陷阱。 3. **面试后考虑模块**：涵盖与候选人沟通、入职培训、公司文化等相关主题。 适合人群：本课程特别适合HR专业人士、招聘经理以及需要进行面试的职场人士。尤其适合对主观面试方法感到厌倦、希望获得系统性知识的初学者。 课程涵盖内容包括： - 各种面试方法的优缺点及为何定量方法更能找到优质候选人。 - 如何有效撰写职位描述，明确职位目标。 - 准备技能相关的面试问题的方法，采集面试数据的技巧。 - 招聘经理在招聘过程中的责任，使用量化工具提升招聘质量。 - 候选人来源系统的概述，包括招聘、在线平台和推荐计划。 - 面试流程的详细步骤，包括筛选、核心面试及深化面试。 - 面试问题的三大类型：功能性、人际关系和文化适应性评估。 - 必备的面试软技能，如建立融洽关系和阅读候选人反应的能力。 - 应避免的面试陷阱，并如何控制面试流程。 - 在接受候选人前需进行的检查，如背景调查和参考检查。 - 候选人关闭的各个组成部分，以及入职过程的概述。 - 如何在招聘流程中创造长期变革，建立招聘经理的责任意识。 课程提供30天无理由退款保证，欢迎有兴趣的学员观看免费预览视频以确保课程的适合度。期待在课程中见到您！
INTERVIEWING THE BEST = THE BEST AT INTERVIEWINGYou'll find it's not secret that most hiring managers don't actually get good at interviewing and hiring.And you may agree that one of the causes is not getting enough practice. Sure.But you may also find that not having a quantitative approach, with evidence-based questions, measuring skills, traits and outcomes for these, is also one major problem.And on top of that, most courses don't cover this.You'll find they give you more gimmicks and useless subjective questions, trying to "break" the candidate or ask him what sort animal they would be, and you're supposed to believe you'll hire quality people like this.In this course, you are going to learn how to effectively prepare for and conduct quality interviews that generate better candidates.BREAKING IT DOWNYou'll find that this course is the result of my experience coaching several hiring managers and partners at different firms, covering both the process and the required skills of interviewing. You'll find this course broken into three main modules:First, you'll come across the Preliminary Work module, where you will learn about a quantitative, due diligence approach, how to craft role descriptions, prepare questions, and consider different sourcing systems;Then, you'll get to know the Interviewing module, where you'll learn about the full interviewing process, the different question types, soft skills to use, and traps to avoid;Finally, you'll learn about some Post-Interview considerations in their own module, covering topics such as closing a candidate, onboarding them, company culture, and more;THE PERFECT COURSE.FOR WHOM?Naturally, you'll find a fit with this course if you're a professional that has to perform interviews in their daily job functions. Maybe you're a HR professional, a hiring manager, or you're just tasked with recruiting and interviewing.But, besides that, you'll be the ideal student for this course if:You're someone tired of subjective approaches to interviewing, and you want a more rigorous approach;You're just starting out with interviewing, and you want the right framework from the beginning;You're curious about the current traps in terms of redacting job descriptions, conducting interviews, and other elements at different stages of the process;You want to know what a full interviewing process looks like, from job role redaction to hiring, as well as the numbers involved;LET ME TELL YOU.EVERYTHINGSome people - including me - love to know what they're getting in a package.And by this, I mean, EVERYTHING that is in the package.So, here is a list of everything that this course covers:You'll learn about the different approaches to interviewing (the "prosecutor", the "sponge", etc) and why most fail, as well as why the quantitative approach is the one that generates the highest-quality candidates in the most reliable manner;You'll get to know some tips and guidelines to effectively craft a role description, including focusing on the right level of work, the right quantity and mixture of work, clearly knowing the difference between a job posting and a role description, and not focusing on activities but instead outcomes;You'll learn how to properly prepare interviewing questions based on skills, including specific considerations such as using the past tense, using Brad Smart's TORC (or Threat of Reference Check), focusing on similar outcomes to this position, and preparing everything beforehand to collect data;You'll learn about why hiring manager accountability is crucial for a quality hiring process, not dumping responsibility on HR, using specific scorecards and quantitative techniques, and making hiring success part of incentives, among other measures;You'll get to know an overview of the different sourcing systems for candidates, including recruiters, online platforms, referral programs, and staffing for temporary situations, as well as the costs and time involved in each;You'll get to know about the general interviewing process in general, starting with your candidate sourcing and reviewing of CVs, then your interviewing, including 3 different interview types (the screening interview, the "main" interview and possibly deep dive interviews with experts), and finally, your scoring of the final candidates and selection - as well as what to do in each task;You'll learn about the three main types of interviewing questions: Functional, Interpersonal and Cultural, which focus on different important areas of candidates, and that are all required, letting you evaluate the candidate on their technical skills, on their personal values, and on their communication/teamwork/other interpersonal capabilities;You'll learn about the main soft skills to keep in mind when interviewing, including establishing rapport and empathy, being able to read a candidate's reactions (including lies and hesitations), as well as probing, insisting, and maintaining diplomacy and respect;You'll get to know which traps to avoid in the interviewing process, from you possibly not having enough depth in the questions you ask, to losing control of the flow of the interview, asking the wrong questions, making snap judgments, and/or possibly not coordinating with other interviewers, resulting in repetition and a bad experience for the candidate;You'll learn about the main types of checks to perform on a candidate before accepting them, including possible pre-employment tests, reference checks and background checks, that you can perform to be more sure about a candidate's quality;You'll learn about the components of closing a candidate, including negotiating compensation and benefits, inculcating the right company culture, taking into account the person's home and family (other possible influencers), as well as being transparent on other opportunities and which way they're leaning;You'll learn about a brief overview of the onboarding process, including components such as welcome packages, introductions to key people, cultural indoctrination, possible orientation or mentoring events or programs, and the person's ramp-up;Finally, you'll get to know about how you can create long-term changes in hiring processes, including changing the company culture to hold hiring managers accountable and use hiring success as KPIs, and changing HR policies, with senior management support, to reflect this, among other measures;MY INVITATION TO YOURemember that you always have a 30-day money-back guarantee, so there is no risk for you.Also, I suggest you make use of the free preview videos to make sure the course really is a fit. I don't want you to waste your money.If you think this course is a fit and can take your dispute resolution knowledge to the next level.it would be a pleasure to have you as a student.See you on the other side!
