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Recruiting, Interviewing and Selecting Employees

The everything you need to know before you say you're hired seminar.

Learn everything you need to know about employee selection in this seminar! Making the wrong hiring decision means throwing away a substantial investment of time and money on recruitment, training and benefits. This fundamentals seminar is your ticket to make the right hiring decisions and contribute more to your company's bottom line.

Seminar Number: 08266

5
(130 reviews)
  • In-Person
  • Live Online
  • At Your Company Location

Course Scheduling & Pricing

Home>Course Topic>Human Resource Management>Recruiting, Interviewing and Selecting Employees

Who Should Attend

  • Professionals with two years or less of experience in hiring
  • Newly hired HR professionals and HR practitioners who lack formal training
  • Non-HR specialists who recruit, individuals who interview and/or hire as part of their jobs
  • Long-time HR practitioners who want to reinforce or update their skills

  •   In-Person3 Day(s)
    18 CAE, 1.8 CEU, 18 CLP, 21 CPE, 18 PDCs, 18 PHR, 18 SPHR
  •   Live Online3 Day(s)
    18 CAE, 1.8 CEU, 18 CLP, 21 CPE, 18 PDCs, 18 PHR, 18 SPHR
 
 

Learn everything you need to know about employee selection in this seminar! Making the wrong hiring decision means throwing away a substantial investment of time and money on recruitment, training and benefits. This fundamentals seminar is your ticket to make the right hiring decisions and contribute more to your company's bottom line.

  • Improve your overall employee selection approach
  • Attract talent through innovative employee recruitment sources
  • Learn how to effectively use telephone screening and other methods to filter out the wrong applicants
  • Practice interviewing techniques to refine and develop your skills as an interviewer—including how to open and close the meeting
  • Understand how to ask the right questions to find out the information you need to know
  • Avoid interview “traps”—EEO and affirmative action

Recruitment Challenges

  • Fluctuating Economy
  • Variable Skill Levels
  • Loyalty and Commitment
  • Outsourcing
  • Applicant Expectations

Recruitment Basics

  • Factors to Consider
  • Proactive and Reactive Recruitment
  • Traditional and Creative Sources
  • Electronic Recruitment

Interview Preparation

  • Job Descriptions
  • Applications and Résumés
  • Time and Place
  • Basic Questions
  • Stages of the Interview

Legal Factors

  • Federal Legislation
  • Record Keeping and Retention Requirements
  • Questions to Avoid
  • Handle Discrimination Charges

Interview Questioning Techniques

  • Competency
  • Open-Ended
  • Hypothetical
  • Probing
  • Close-Ended

Types of Employment Interviews

  • Face-to-Face Exploratory
  • Telephone
  • Video
  • Human Resources
  • Departmental
  • Team

Interview Components

  • Format
  • Active Listening
  • Body Language
  • Balance Asking Questions and Providing Information

Documentation

  • Purpose and Uses
  • Objective Language
  • Job-Related Facts
  • Guidelines
  • Effective Notes

References and Background Checks

  • Defamation of Character
  • Negligent Hiring and Retention
  • Reference Check Options
  • Releasing and Obtaining Reference Information
  • Background Checks: Compliance and Procedures

Selection

  • Testing
  • Selection Guidelines

Learning Objectives

  • Explain the Impact of Recruitment-Related Challenges on the Hiring Process
  • Identify Categories to Both Explore and Ignore During an Interview in Order to find the “Best Fit”
  • Distinguish Between the Effectiveness of Different Types of Questions and When They Are Best Asked
  • Identify Those Components That Will Contribute to Making an Informed Hiring Decision
  • Assess the Impact of Employment Law on Each Stage of the Hiring Process

The Hiring Process

  • Determine Current Individual Interviewing Skills and Knowledge in Relation to Key Elements of an Effective Interview
  • Describe the Benefits of Effective Interviewing Skills
  • Identify the Effects of a Poorly Planned and Executed Hiring Process
  • Isolate the Components of a Comprehensive Hiring Process

Recruitment Challenges

  • Describe the Factors Affecting Recruitment
  • Explore Applicant and Employer Perspectives
  • Identify the Process for Developing an Effective Recruitment Plan
  • Identify Legal Concerns with Regard to the Impact of Employment Law on Recruitment

Recruitment Sources

  • Isolate Organizational and Job-Specific Competencies
  • Identify the Benefits and Risks of Various Recruitment Sources
  • Attract Qualified Applicants

Interview Components

  • Identify What Applicants Need to Know
  • Identify “Best Fit” Qualities
  • Set the Stage
  • Examine Legal Concerns Regarding Interview Components

Interview Questioning Techniques

  • Distinguish Between the Effectiveness of Different Types of Questions and When They Are Best Asked
  • Discuss the Competency-Based Approach to Interviewing Compared with Other Methods
  • Examine Legal Concerns Regarding Questioning Techniques

Formula for Success

  • Identify the Role of Active Listening
  • Identify the Role of Body Language
  • Discuss Applicant Interest vs. Skill
  • Discuss How to Select the Most Productive Type of Interview

Documentation

  • Discuss How Documentation Is Used in the Hiring Process
  • Examine Legal Concerns Regarding Documentation
  • Compare Effective vs. Ineffective Documentation

Social Networks and the Hiring Process

  • Define and Assess How Social Media Is Used During the Hiring Process
  • Explain the Components of a Social Media Policy
  • Identify the Legal Concerns Regarding Social Media and Hiring

The Final Selection

  • Discuss the Advantages and Disadvantages of Traditional Selection Considerations
  • Examine Legal Concerns About the Final Selection
  • Develop Final Selection Guidelines

Download Extended Seminar Outline PDF

View a Sample of Our Reviews

5

130 reviews

 
The workshop was filled with excellent information, tools and examples to become a more proficient interviewer.
5
Gabriella B.
 
Volunteer Resource Coordinator
 
Industry: Hospitals & Physicians Clinics
I entered the course at point 0 and left at a 8.5, confident that I can professionally and adequately carry out recruiting and interviewing on my company's behalf. The course was practical and the experiences shared were helpful.
5
Nadine P.
 
HR Coordinator
 
Industry: Transportation
Learned a lot of information that will help and guide me to better restructure our interview techniques. The instructor was very informative and knew how to keep the seminar interesting.
5
Sonia T.
 
PLANT OFFICE ADMINISTRATOR
 
Industry: Manufacturing
It really was a phenomenal course. All the material was well instructor led and extremely relevant. I felt like it covered a good range of all areas focusing on which were more important. The mock interview was also excellent. It really made you apply your skills that you have learned throughout the class immediately.
5
Rachel X.
 
HR Recruiter
 
Industry: Finance
The seminar brought together all kinds of aspects of the interviewing process. The information on how to structure the interview and the different types of questions to elicit different kinds of information was very helpful. The instructor, was terrific!
5
Lisa S.
 
CEO
 
Industry: Hospitals & Physicians Clinics

As a CAE Approved Provider educational program related to the CAE exam content outline, this program may be applied for 18 credits toward your CAE application or renewal professional development requirements.

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

 

American Management Association is accredited by the International Accreditors for Continuing Education and Training (IACET) and is accredited to issue the IACET CEU.

AMA is recognized by SHRM to offer Professional Development Credits (18 PDCs) for the SHRM-CPSM or SHRM-SCPSM.

 

American Management Association is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org. For additional information or for more information regarding administrative policies such as complaints and refunds, please contact Martha Leon at 212-903-8173.

Recommended CPE Credit: 21 hours/Basic
Prerequisites: None
Advance Preparation: None
Delivery Method: Group Live/Group Internet Based
Field of Study: Non-Technical – Personnel/Human Resources

In-Person Schedule

2 Sessions Available

Live Online Schedule

4 Sessions Available

  • $2,595.00 Non Members
  • $2,345.00 AMA Members
  • $2,221.00 GSA
Date Duration State City Zip
  2025-03-12 2025-03-14 Mar 12, 2025 - Mar 14, 2025 3 Days TX Dallas 75001 Dallas Register Now

  2025-05-05 2025-05-07 May 5, 2025 - May 7, 2025 3 Days NY New York 10019 New York Register Now

2595.00 $
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