Hiring is a balancing act that's extremely challenging to master. You need to carefully scrutinize every candidate to be sure they have the experience and skills necessary to do the job. You need to dig deep and find out whether or not they have the right attitude that will fit your workplace culture.
At the same time, you have to consider all of the legal issues that surround fair hiring. You have to know which questions you can ask, and which you can't. And, you must be 100% sure that any manager involved in the hiring decision is able to put aside their personal biases - even those they may not be aware of.
Each of the 3 topics in this kit includes:
Short-form: Just six to 10 minutes long. Today's adult learners can't sit for extended periods of time absorbing training material.
Single-Concept: Teaching people just one concept at a time vastly increases the likelihood that learning will be retained and deployed successfully. Each program delivers a single "aha moment".
Research-based: Learners that perceive their training as credible drives a higher level of behavior change.
The research says you’ll get high engagement and high knowledge retention if you structure training events in short segments that focus on one, research-based concept, not three, or four or five.
How to Smoke Out Impostors in Job Interviews (11:18)
The cost of a bad hire is huge. Most obvious are the hard losses – the ads, the interviews, the training, the lost productivity, etc. Not so obvious is the damage you do to your credibility as a leader when you repeatedly make hiring mistakes. This program will show you how to “smoke out” the impostors who look good on paper and know how to interview, but won’t get the job done. You’ll learn the most dangerous attitude a manager can bring to an interview with a job candidate, the preparation oversight that gives Impostors an opening, and how to ask questions that will expose Impostors every time.
How to Avoid Hiring Lawsuits: The Bias-Free Questioning Model (11:51)
As a hiring manager you need to dig to learn all you can about a candidate. Unfortunately, the more you learn about a person, the higher your risk of provoking a discrimination lawsuit. So how do you learn what you need to know about a potential hire without exposing yourself to legal risk? In this program you will learn: The “Bias-Free Questioning Model”; what questions in job interviews could cause a lawsuit in The Big Six areas of discrimination (Disability, Age, Gender, National Origin, Race and Religion); and why job descriptions are key to reducing your legal exposure in the hiring process.
The 'Self-Check' Technique for Revealing Unconscious Bias (9:00)
Nobody likes to admit it, but we all have biases, at least to some degree. We can't help it. Our brains are hard-wired to use past experience and preconceptions to help us make decisions. That's why it's not uncommon for hiring managers to act on unconscious bias, thinking that, for example, old people can't learn new things or good-looking people must be smart. Unfortunately, acting on those biases - even those we're unaware of - can lead to unfair hiring practices and potential lawsuits. In this program, you'll discover how to use the Self-Check Technique for unconscious bias. You will learn why unconscious bias is the leading cause of hiring discrimination lawsuits and what you can do to prevent them.
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