Introduction

This program, designed by Global Horizon Training Center, addresses one of the most critical competencies in modern management: effective interviewing and recruitment decision-making.

In today’s competitive business environment, traditional interviewing methods have proven to be highly unreliable, with studies indicating extremely low success rates. Modern organizations are now shifting toward behavioral interviewing techniques, supported by advances in psychology, data-driven assessment, and structured evaluation models.

This program introduces participants to the new generation of recruitment methodologies, including competency-based interviewing, psychometric testing, and personality profiling. It is designed to provide a practical, hands-on learning experience, enabling participants to confidently apply advanced interviewing techniques immediately in their workplace.

Participants will also explore how these techniques extend beyond recruitment into performance appraisal, succession planning, and disciplinary processes, making this program highly valuable for HR professionals and line managers alike.

Objectives

By the end of this program, participants will be able to:

• Understand the complexities of modern recruitment and selection processes
• Apply structured and behavioral-based interviewing techniques
• Develop and define recruitment criteria for advertising and shortlisting
• Design effective, competency-based interview questions
• Utilize psychometric testing and personality assessments appropriately
• Apply the two-step questioning technique with measurable scoring
• Improve interview accuracy, efficiency, and decision-making quality
• Demonstrate how modern recruitment approaches reduce time, cost, and risk

Target Audience

• HR Professionals and Recruitment Specialists
• Talent Acquisition Officers
• Hiring Managers and Line Managers
• Organizational Development Professionals
• Anyone involved in recruitment, interviewing, or employee selection

Outlines

Day 1: Current Interviewing Practices vs Modern Approaches

• Evaluating current interviewing effectiveness
• Common failures of traditional interview methods
• Self-assessment of interviewing skills and knowledge
• Practical interview exercises and observation
• Understanding candidate experience
• Debunking common interviewing myths
• Introduction to personality profiling

Day 2: The New Recruitment & Interviewing Process

• Overview of the modern recruitment model
• Transitioning from traditional to behavioral approaches
• Step 1: Job descriptions and defining role requirements
• Step 2: Building competency-based criteria
• Developing job advertisements based on behavioral mapping
• Step 3: Efficient and structured shortlisting techniques

Day 3: Testing, Personality Profiling & Assessment Centers

• Step 4: Types of testing (psychometric vs occupational)
• Designing and applying ability tests
• Step 5: Personality profiling and its applications
• Understanding occupational vs type-based profiling
• Interpreting personality assessment results
• Practical exercises on profiling and assessment tools

Day 4: Advanced Interview Techniques & Behavioral Analysis

• Step 6: Constructing effective interview questions
• Knowledge-based vs behavioral questioning
• Probing techniques and structured interviews
• Conducting interviews effectively from start to finish
• Step 7: Interview environment and panel structuring
• Step 8: Reading and utilizing body language
• Practical demonstrations and exercises

Day 5: Practical Application & Interview Mastery

• Consolidation of learning and techniques
• Practice sessions: conducting structured interviews
• Multiple interview simulations and evaluations
• Understanding the cost and impact of poor interviewing
• Final selection decision-making techniques
• Developing personal action plans for improvement
• Program review and competency assessment