Conducting a good recruitment interview is hard.  It is much harder than people expect, and the process often fails with the wrong type of person hired.  They are either a bad fit for the job, or unable to do it.  This is a big drain on resources with costs upwards of $75,000.

Using intuition to tell whether someone will be good at a job just doesn’t work and has proven to be wrong in practice again and again.

In order to hire the right people into your organisation, your interview process must be reliable, consistent and fair.  However, interviewing is more than just a process.  You are looking to hire people with hopes, desires and aspirations for the future.  Beyond engaging with the task of interviewing is the understanding of how people engage with the process.

Recruiting and interviewing is not merely turning the handle of a machine to produce a widget.  You are engaging the services of an experience, talented person interested in growing their career.

As businesses continue to turn to automation and artificial intelligence to improve and streamline their hiring process, human connection becomes even more so important.  Recruitment cannot be automated as establishing meaningful and human relationships with candidates cannot be replaced by technology.

Everyone is busy and is involved working through challenges.  Recruitment and selection interviews are part of a two way process. There is no excuse for ignoring this and the fact that you are dealing with people.  You are making decisions that could have a major influence on their lives.

What if emotional intelligence was applied to this fundamental and vitally important process?  It’s not hard but it is so easily overlooked.

You need to be able to apply your thinking with your emotions to authentically engage with people at every stage of the process so that you can make good quality decisions that will enhance you, your reputation and your performance.  Doing this well, will ensure that you hire talent and can use this to everyone’s advantage.

You also need to effectively work with the emotions of the candidates you are interviewing to give them a good experience that is consistent, fair and well managed leaving them feeling that you have been empathetic and that you have valued their input.

Companies with staff who have higher levels of emotional intelligence have 63% less turnover than companies with lower levels of emotional intelligence.  Emotionally intelligent recruiters are more likely to identify and hire emotionally intelligent candidates faster, resulting in a cohesive, productive, and collaborative work culture.

Increasing companies are looking to assess and recruit for candidates who have emotional intelligence but, often, overlook the need to demonstrate this themselves within the hiring process.  They also assume that their organisation itself is practising behaviours that indicate high levels of emotional intelligence.

This highly practical course is unusual because it considers emotional intelligence as a fundamental part of recruiting and interviewing.   The course provides a step-by-step approach to applying emotional intelligence principles to your recruitment and selection process.

The course will help you to develop your skills in asking questions, listening, preparing interviews and conducting them underpinned with emotional intelligence to support everyone in the process.  As a result, it will help you to ensure those that you don’t hire feel that they have been understood, treated well and fairly but, more importantly, it will help you to make sure you’re recruiting the very best people into your organisation.

Within this course, you learn about

• A process to help make your recruitment as efficient and as effective as possible
• Online and offline options for attracting and sourcing candidates
• What to include in a job advert to make it informational yet appealing
• How to avoid discrimination and ensure inclusivity at every stage of the process
• Ways of drawing up accurate job descriptions and profiles to define your ideal candidate
• Identifying the behavioural competencies required to be successful in the role
• Planning and structuring the interview
• Compiling a list of competency-based questions to test for candidate suitability
• Determining how to sell the role and the organisation  to interested candidates
• Creating a welcoming environment – virtually and in-person
• The art of questioning and active listening in interviews
• What information to record during the interview
• Reviewing candidate qualities, attributes and skills against the job criteria
• Selecting the right person for the job
• The importance of communication at all stages of the recruitment process – internally and externally.

but, most critically, how to do all of these with emotional intelligence!

The course is being continually refined and updated to ensure it remains current and relevant.  Feedback is always welcome.