Regardless of skill, hiring a person who is a bad fit is the wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, and be fully engaged, and they are likely to leave. The company is then left with another expensive recruitment and the disruption of having talent walk out the door. (Recruiting expenses are typically 50 – 100% of an individual’s annual salary).
The minute a new employee walks in the door they begin to evaluate whether they made a good decision (70% of new hires make the decision to stay at or leave an organization within their first six months). If it is a poor fit they never become engaged and typically they turnover quickly leaving you to pick up the pieces.
WHY SHOULD YOU ATTEND?
The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially). And there are critical elements that will make it a good match for you and the employee.
- It is understanding the job requirements and critical skills needed for success – aligning the skills, knowledge, and abilities that support success with the organization's culture and how work is done.
- Behavioral Based Interviewing – to accurately assess the candidate’s skills and abilities and goodness of fit. Behavioral interviewing looks at what the candidate actually did vs. what they would like to do. We’ll show you how to use this style of interviewing to your advantage.
- Errors in evaluating candidates – where do they come from and how to minimize or avoid them entirely?
Developing your process – from start to finish a planned approach to making critical decisions on who to hire.
AREA COVERED
- What are acceptable and un-acceptable areas of inquiry
- How probing/follow-up questions can make a big difference
- Use Behavior Anchored Rating system to evaluate candidates
- Building your interview process into the performance management system
Benefits: Behavioral-based interviewing is a critical part of building a successful team of employees. With this webinar, companies will have tools to improve their new-hire processes.
LEARNING OBJECTIVES
- Learn the “SOAR” method for creating Behavioral Based Interviewing
- Receive 43 Behavioral Based Interview Questions
- Top 10 Tips for Interviewers
- Understand the source of interviewer rater errors
- How to link corporate values to employee selection
- How to interview for “best fit”
WHO WILL BENEFIT?
- Leaders
- Managers
- Supervisors
- Human Resources professionals
- Organizational development professionals
The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially). And there are critical elements that will make it a good match for you and the employee.
- It is understanding the job requirements and critical skills needed for success – aligning the skills, knowledge, and abilities that support success with the organization's culture and how work is done.
- Behavioral Based Interviewing – to accurately assess the candidate’s skills and abilities and goodness of fit. Behavioral interviewing looks at what the candidate actually did vs. what they would like to do. We’ll show you how to use this style of interviewing to your advantage.
- Errors in evaluating candidates – where do they come from and how to minimize or avoid them entirely?
Developing your process – from start to finish a planned approach to making critical decisions on who to hire.
- What are acceptable and un-acceptable areas of inquiry
- How probing/follow-up questions can make a big difference
- Use Behavior Anchored Rating system to evaluate candidates
- Building your interview process into the performance management system
Benefits: Behavioral-based interviewing is a critical part of building a successful team of employees. With this webinar, companies will have tools to improve their new-hire processes.
- Learn the “SOAR” method for creating Behavioral Based Interviewing
- Receive 43 Behavioral Based Interview Questions
- Top 10 Tips for Interviewers
- Understand the source of interviewer rater errors
- How to link corporate values to employee selection
- How to interview for “best fit”
- Leaders
- Managers
- Supervisors
- Human Resources professionals
- Organizational development professionals
Speaker Profile

Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
Upcoming Webinars

2025 Handbook Overhaul: Navigating Critical Updates! Federa…


Dealing With Difficult People In Life & Work

Harassment, Bullying, Gossip, Confrontational and Disruptiv…

Copilot and HR: An Introduction for HR Professionals

Beat Workplace Burnout: 10 Proven Techniques to Manage Your…

Workplace Investigations Uncovered: Best Practices and Stra…

Employers Should Prepare for Immigration Raids in 2025! Thi…

Managing Toxic Employees: Strategies For Leaders To Effecti…


Keys to Captivating an Audience: Informing and Inspiring t…

Do's and Don'ts of Documenting Employee Behaviour, Performa…

Understanding Artificial Intelligence (AI) & using Chat GPT

Transform Data into Insights: A Beginners Guide to Excel Pi…

Empowering Conflict Resolution: Letting Go to Gain Control


Outlook - Master your Mailbox - Inbox Hero Inbox Zero

Bootcamp for New Managers and Supervisors: Develop These Es…

Project Management for administrative professionals

Negotiating Skills For Professional Results - Winning Strat…

How to Write Effective Audit Observations: The Principles f…


How to Use ChatGPT to Write Employee Evaluations


Power BI - Getting Started Building Reports and Dashboards

3-Hour Virtual Boot Camp on Easier Excel Automation with VB…


Onboarding is NOT Orientation - How to Improve the New Empl…

How to Conduct Exit Interviews - Implementing and Enhancing…

Onboarding Best Practices for 2025: Proven Strategies to Po…

Form W-9 Compliance: TIN Verification, B Notices, and Avoid…

The Five Cs Of Commercial Credit: The Basic Elements Of Cre…

2025 EEOC & Employers: Investigating Claims of Harassment …

2-Hour Virtual Seminar on How to Conduct an Internal Harass…