Using Digital Interviewing to Improve Candidate Experience
On Demand Webinar Credits HR Certification Institute, NASBA, SHRM
January 15 at 1:00 - 2:30 pm EST
Understand how to plan, carry out and effectively use digital interviews most effectively.
As more people work from home because of the pandemic and as a result of worker/employer preferences, the traditional employee selection interview is moving from face-to-face to digital approaches. But few managers or other interviewers have been systematically trained on how to conduct effective digital interviews and put the interview results within the larger context of the so-called weight of the evidence approach to choosing a worker for a job. This topic will help those responsible for conducting digital interviews understand how to plan, carry out and effectively use digital interviews most effectively.
- You will be able to define digital interviews.
- You will be able to describe differences between digital interviews and face-to-face interviews.
- You will be able to discuss how to make the most of digital interview results.
- You will be able to explain common mistakes to avoid when conducting digital interviews.
- Define Digital Interviewing and Distinguish It From Traditional, Face-To-Face Interviewing
- Explain How Interviewing Fits Into the Employee Recruitment and Selection Process
- Examine the Importance of Interviews
- Review the Job Description and Relevant Competency Models
- Plan the Interview
- Plan and Brief the Interviewers
- Discuss How to Conduct the Interview Process in Digital Settings
- Make the Most of the Technology: How to Use the Technology to Advantage Rather Than Be Trapped by It
- How to Coordinate Multiple Interviewers in Digital Interviews
- How to Put Digital Interviews in the Context of an Applicant's Work Record
- Examine a Full Portfolio: Application; Interview Results; Reference Checks; and Much More
- Mistakes to Avoid
In Partnership With Lorman Business Center, LLC
- President of Rothwell & Associates, Inc. (www.rothwellandassociates.com) and professor, Penn State University, University Park
- Practice emphasizes all aspects of talent management and succession planning
- Conducts regular seminars on talent management, succession planning, and organization development
- Wrote 110 books, including Increase Learning & Development's Impact through Accreditation: How to Drive-Up Training Quality, Employee Satisfaction, and ROI (Palgrave, 2020), the Essential HR Guide for Small Business and Start Ups (Society for Human Resource Management, 2020), and Virtual Group Coaching (Routledge, 2020)
- Member of Association for Talent Development and the Society for Human Resource Management
- HR Certification Institute 1.5
- This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
- SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
- CPE 1.8 including Personnel/HR 1.8
- Lorman Education Services 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 web site: https://www.nasbaregistry.org/cpas/complaints. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: basic knowledge of employment laws. Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.