Interviewing skills training best practices
Interviewing Skills Training best practices

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Interviewing Skills Training

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Interviewing Skills Training Research & Published Insights

Talent is the only true and sustainable differentiator for many companies today. Organizations that effectively acquire and onboard winning talent consistently outperform their peers.

Unfortunately, many high growth companies under-perform when it comes to effectively and efficiently attracting, interviewing and assimilating new employees.

Download Recruiting, Interviewing and OnBoarding Best Practices White Paper Library

Interviewing Skills Training Featured Workshops

Interviewing Skills Training for Hiring Top Talent

This proven behavioral interviewing training program is based upon the principle that past and present behavior is the best predictor of future performance.

Participants draw on a menu of forty-eight competencies, learning to describe jobs and identify a top talent pool. 

Workshop time is split into questioning techniques, exercises and role-play simulations.

Learn more about Behavioral Interviewing Skills Training

Online Interviewing Skills Training Program

This online learning behavioral interviewing skills training program provides just-in-time instruction on the key interviewing skills and competencies required to effectively hire the right talent for the job and your organizational values.

The elearning behavioral interviewing training program has been approved for credit toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute.

It is a great option to augment instructor-led workshops and to provide proven online tools for a dispersed and global workforce.

Learn more about online interviewing skills training programs


interviewing skills training best practices blog

Interviewing Skills Training Best Practice Health Check

Would you like to know how you compare to leading organizations in the areas of Interviewing and Recruiting Best Practices?

Take the Behavioral Interviewing Best Practices Health Check

Download Free Interviewing Best Practices Assessment

Performance Management Assessment

Once your recruiting, interviewing and on-boarding practices are sound, performance management is typically the next pressure point.

Download the Performance Management Best Practices Healthcheck

Download Free Performance Management Best Practices Assessment

Interviewing Thought Leadership

Research suggests increasing numbers of CEOs rank finding high performing talent atop their priority list. 

Here's the list:

  1. Consistent availability of top talent

  2. Growing the business  

  3. Managing costs

Even with the increased attention on acquiring talent, leading organizations continue to struggle to consistently attract, recruit and hire top talent at the pace and quality required to implement their strategic growth plans.

In addition, the proper use of recruiting metrics seems varied across recruiting departments.  Typical  metrics include

  • Cost \ hire
  • Value-of-hire
  • Fill rate
  • New-hire-success-rate
  • Speed-to-contribution
  • Project-milestones met

Yet many recruiting and HR organizations do not track these key performance indicators.

Read the Recruiting Metrics White Paper


The Bottom Line

Interviewing skills training should result in new hires that have competencies that not only match those of the top performers currently in the job but also the organizational culture and the skills, behaviors, and qualities required by the organization in the future.

During an interview, it is the interviewer's job to uncover the core intellectual, interpersonal and motivational competencies that matter most by understanding what the candidate did in the past, how they did it, and why. This approach is based upon the presupposition that past performance is one of the best predictors of future performance.

Similar to professional sports teams reviewing film of a potential draft pick's performance in college, an effective interviewing process discovers predetermined behavioral competencies as candidates answer open-ended questions about their past accomplishments, metrics of success, situations, actions and takeaways. Done right, the interview questions should encourage an open and flowing conversation, should not be leading and should not feel like an interrogation to the candidate.

The overall interview process typically includes agreed upon steps to have an accurate hiring forecast, select the right interview team, build competency-based job descriptions based upon the current organizational culture, assign clear roles and responsibilities, pre-screen candidates, conduct behavioral interviews, evaluate the candidate against an agreed upon standard and select the best person for the job.

To gauge your success on any interviewing skills training program, always strive to measure and move at least one of the following key metrics:

  • Quality of hire
  • New hire failure rate
  • New hire turnover
  • Acceptance Rate
  • Hiring Manager satisfaction
  • New hire satisfaction
  • Cost-per-hire
  • Referral rate
  • Start dates met
  • Time to fill
  • Project delays
  • Speed to productivity
  • Hire Rate
  • Forecasted Hire Rate
  • Source Distribution
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