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 Interviewing & Recruiting SkillsBusiness Training Media offers a wide selection of interviewing skills training programs. We also offer Online Interviewing Skills Training Programs for employee training and development.
 In today's competitive landscape, the interviewing process has evolved from being an administrative activity to becoming a critical business capability. Discover how managers and supervisors at any level can select and retain the best candidates for the organization. This Complete Interviewing System combines three essential ingredients needed to make the right hire—every time. The Complete Interviewing System includes the following programs:
Program Includes:
 Best-Seller! This course is also available for online training, see details below. More Than a Gut Feeling III teaches you to select the most qualified job candidate by applying the ever-popular behavioral approach to interviewing. This method, developed by industrial psychologist Dr. Paul Green, directs you to probe the job applicant for specific examples of their past. The reason is simple: The best predictor of a job applicant's future work behavior is their past work behavior. Viewers of More Than a Gut Feeling III will learn helpful job-related interviewing techniques practiced by so many hiring staffs all over the world. You can refrain from judging an applicant on gut feeling by: asking rapport-building questions; discussing the job; taking notes and explaining why; asking specific, open-ended questions to get specific answers; allowing for silence if necessary; maintaining control; getting contrary evidence and evaluating. This video applies these techniques to the most common interviewing situations and helps you to refrain from judging the candidate on intuition. KEY LEARNING POINTS
Added features and benefits of DVD training include:
Length: 17 minutes
Online Training Pricing Option:
 Why focus on attitude? Quite simply, skills can be taught. Attitude cannot. You've probably had the experience of hiring someone who you thought was perfect for the job—only to find out later that the person could not work within the organization. With fewer people doing more work these days, organizations cannot afford costly hiring mistakes and the resulting turnover. Finding the right person with the right attitude and mind-set is a top priority. In this video, a newly promoted manager needs to quickly hire a replacement for himself. Fortunately he gets some valuable advice from a fellow employee who guides him through the entire hiring process, from planning through interviewing and evaluation. You will learn how to:
1. Determine what attitudes lead to success in a job or organization. In the process, you will learn simple, but effective techniques to hire the best people for your organization! Includes: A 20 minute DVD or VHS, 28 page comprehensive training leader's guide with reproducible worksheets. DVD contains PDF version of leader's guide. (Guide and PowerPoint files available as a download.) Available in English and Spanish
 Hidden Risks of Using Facebook, MySpace, and Other Websites to Scope Out New and Prospective Hires Just hours after you’ve faxed an offer letter to your top-choice candidate for that open supervisor position, you decide on a lark to Google his name – and you discover his personal website plastered with racy photos from his recent New Year’s party. Or, you receive an anonymous tip to visit the MySpace page of a brand-new employee, and you find screen after screen of negative rantings about how much she hates her job – including possibly defamatory comments about her boss and co-workers. A little knowledge is a dangerous thing. Is it a good idea to surf the Web looking for information about your employees and applicants? And, if so, can you legally use what you find to hire (or fire) those individuals? In today’s tech-savvy business world, those are tough questions. On the one hand, it’s your job to pick the most qualified candidates to fill openings in your workplace. If you make a mistake using information pulled from the Internet, however, you could face legal problems ranging from discrimination and harassment claims to Fair Credit Reporting Act violations. During this 90-minute audio conference on April 30, our expert will give you the legal pros and cons of relying on online data when you screen potential and current employees – with a special emphasis on information found via Google, Facebook, MySpace, and other “social networking” sites. You’ll learn when you can use these sites for HR purposes, how to gauge whether what you learn about your workers is true or false, and the types of online material you should never search for. You and your colleagues will learn:
Wednesday, April 30, 2008 10:30 a.m. to 12:00 p.m. (PST) 11:30 a.m. to 1:00 p.m. (MST) 12:30 to 2:00 p.m. (CST) 1:30 to 3:00 p.m. (EST) About Your Speaker: Anthony J. Zaller, Esq., is a partner in the law firm Van Vleck Turner & Zaller in Los Angeles, California. His practice focuses on defending, training, and counseling managers and employers in all areas of labor and employment law, ranging from discrimination and harassment claims to wrongful discharge and wage and hour litigation. He speaks frequently for many trade associations on employment law issues. He earned his law degree from Loyola Law School and his master’s degree in business administration from Loyola Marymount University. Approved for Recertification Credit This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. How Do Audio Conferences Work? An audio conference is remarkably cost-effective and convenient. You participate from your office, using a regular telephone. You have no travel costs and no out-of-office time. Plus, for one low price you can get as many people in your office to participate as you can fit around a speakerphone. Because the conference is live, you can ask the speakers questions—either on the phone or via e-mail. With your registration, you also receive conference materials, with additional practical information from Business & Legal Reports, sent to you via e-mail shortly before the conference. Why You Can Sign Up to Attend This Event with Confidence If, for any reason, you are unsatisfied with this audio conference, simply let us know, and we will return your entire registration fee.
 Produced - 1995 Right first time offers you a step-by-step approach to the recruiting process. By using this planned and objective approach your business will save time, money and energy. The methods shown in the videos are based on setting quantifiable objectives for each stage of the recruiting process, from preparing job specifications to making the final decision. Aimed at line managers, the methods shown can be applied to recruiting and selection at all levels. The first video, Planning, emphasizes the importance of planning and preparation, and demonstrates how to create a detailed plan that your business can follow through every stage of the recruitment process. The second video, Interviewing, covers what managers should or should not do at the interview stage, and stresses the importance of using a structured set of questioning skills. The benefits
Program includes: DVD (25 minutes), DVD (17 mins) and Trainers guide.
 Featuring Hugh Laurie, Dawn French, John Cleese, Simon Shepherd and Philip Franks. Release date: 1993
A selection interview is a bit like detective work. Suspects must be eliminated until the right person is found, whether from inside or outside the organisation. Making the right selection choice means knowing the budget was spent well, a valuable asset has been acquired and that colleagues will be motivated by the new team member. It's your choice shows that too many people get the costly decision wrong, introducing three managers who make common mistakes. It then shows the viewer how each manager learns from these mistakes. Ethelred the Unready is unprepared, knows little about the job or the candidate, and is constantly interrupted by colleagues as the interview progresses. It is not until he is more organised and professional that he is able to make the best choice. Ivan the Terrible would rather trumpet his own opinions than encourage the candidate to talk. He eventually learns about asking open questions and listening to what the candidate has to say. Gillian the Silent allows the candidate to take over. She fails to probe or voice her doubts, and realises she has to be more affirmative and specific to gain the information she needs. The benefits
The Interviewee preparation program, which also forms part of the It's your choice programme, explains to job candidates how to research a company and question interviewers to find out the things that matter to them. It is suitable for internal candidates, as well as for schools and colleges to prepare graduates for the job market. Style: Humorous drama Program includes: DVD or VHS,(30 mins), Interviewee programm (5 mins), Meeting break DVD, Course leader's guide, Delegate worksheets on disk, Powerpoint slides/OHPs on disk and Self-study workbook on disk
 Order this 90-minute audio conference to learn the best e-cruiting practices that will protect your organization against legal claims and risks. Our experts will teach you how to select the best Internet job boards and software, how to screen resumes and applicants properly, and how to conduct online searches and interviews without running afoul of state and federal restrictions. You and your colleagues will learn:
This conference was recorded on Tuesday, May 1, 2007 About Your Speaker: Joseph L. Beachboard, Esq., is a partner in the Los Angeles office of law firm Ogletree Deakins. A longtime employment and labor relations attorney, he speaks regularly before human resource, personnel, and employer groups on cutting-edge employment law topics. He is a founding member and the executive director of the Management Employment Law Roundtable, a nationwide, invitation-only organization of management labor and employment attorneys. He earned his law degree at Vanderbilt University School of Law.
 Produced in 2006 Behavioral Interviewing: taking the guesswork out of recruitment shows how to conduct an effective interview. It shows that past behaviour is the key to predicting future performance. Rather than using intuition (I'll know them when I see them), an interviewer can use the questioning techniques demonstrated to retrieve relevant information based on their past experiences. A candidate's qualifications, experiences, posts they've held, level of responsibilities taken are all important details that you need to know. But the unanswered question is 'how will they actually perform in the precise job you're advertising?' Because behavioral interviewing is a technique that is so important, so effective and always successful that it needs to be used consciously and systematically in every selection interview. This new program covers the following five stages of behavioral interviewing technique:
Program includes: DVD(25 mins), Course leader's guide, Group training workbook, Self-study workbook and Powerpoint presentations slides
 Good hiring decisions are crucial to the success of your business, and effective interviews are an essential element in making good hiring decisions. Properly conducted interviews identify the kinds of employees you want and need for your organization, helping to develop a diverse and productive workforce. This new Click 'n Train PowerPoint® presentation will help train supervisors and managers on how to conduct successful and effective interviews. Interviewing Skills for Supervisors includes:
 Good hiring decisions are crucial to the success of your business, and effective interviews are an essential element in making good hiring decisions. Properly conducted interviews identify the kinds of employees you want and need for your organization, helping to develop a diverse and productive workforce. This new plug-and-play professional-quality audio presentation does the talking for you. You get a complete, comprehensive training session with both visuals and audio, as well as training reinforcement materials-quiz, handout, interactive exercises! This complete training course meets the needs of all types of learners (audio, visual, tactile) for results-oriented training. These courses can be used as self-directed courses or in a classroom setting for ultimate flexibility. This easy-to-use training program will help train supervisors and managers on how to conduct successful and effective interviews.
 Protect your organization with Legal and Effective Interviewing II: The Right Questions video program. Knowing your legal boundaries is one of the most important facets of the interviewing process. This video program provides you with a thorough practical approach to training supervisors and managers in this vital aspect of employment and covers such topics as setting the interview tone, the general interview format, listening techniques and more.
Added features and benefits of DVD training include:
 The best predictor of future performance is past performance in similar situations. This skill-building workshop will teach your managers how to get the most useful responses from candidates - responses about actual performance in past jobs and accomplish ments in specific work situations. This type of information - Behavior Description - greatly increases your ability to predict whether a candidate will be the top performer your organization is looking for. Published research shows that interviewers trained in Behavior Description interviewing make hiring decisions that are two to five times more accurate than traditionally trained interviewers. Isn't it worth one day of training to make sure your managers h ave the skills to implement this method in your organization? Workshop Objectives
Time Guidelinesd: The workshop takes 8 hours to complete. The Trainer's Package consists of: 1 Trainer's Guide (250 pages, 3-Ring Binder) - contains notes for the trainer, transparency masters, and copies of all participant materials. 1 Video (59 Minutes) - Supports the trainer with examples and vignettes which demonstrate the Behavior Description Interviewing method. 4 Small-Group Facilitator's Guides (16 Page Booklet) - One small-group facilitator is recommended for each 4-5 participants in the program to ensure proper transfer of skills. This guide contains everything the facilitator will need to support par ticipants in terms of the structure, purpose and process of the exercises. 10 Behavior Description Interview Patterns.
Are your company's sales slow due to the nature of things, or are you hiring the wrong salespeople? Or are you hiring the wrong salespeople? Based on the best-selling video comes a revolutionary hiring tool for every sales manager. Using Dr. Paul Green's effective behavioral-style approach for interviewing, this video skewed for interviewing the sales applicant shows how to analyze past selling skills to help determine future sales performance. How-To Training Points
Length: 26 minute DVD; includes Training Leader's Guide and Book, "More Than a Gut Feeling"
 Created by employment law experts, this unique and practical handbook provides prewritten checklists that help spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, and much, much more.
Example is often the best way to learn! Spun from the world's best-selling interviewing video, this made-for-discussion version identifies and targets the most common interviewing mistakes and shows managers and other interviewers the most effective interviewing actions for hiring top-notch people, everytime! DVD Running Time(min) 10 , Closed Caption option
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