Training Details:
Date: 16 September 2025 (1 Day)
Mode: Online (Google Meet)
Price: RM 699 (Normal Price), RM 649 (Group 3 & more), RM 599 (Member Price)
Course Introduction
Interviews are a critical step in selecting the right talent for an organization. However, many interviewers struggle with asking effective questions that reveal a candidate’s true skills, potential, and cultural fit. Poorly structured interviews can lead to hiring mistakes, wasted resources, and higher turnover. This program equips participants with practical techniques to plan and conduct interviews that go beyond surface-level responses. By mastering the art of asking the right questions, interviewers will be able to make better hiring decisions and strengthen their organization’s talent pipeline.
Learning Objectives
By the end of this program, participants will be able to:
- Understand the role and importance of structured interviews in hiring.
- Differentiate between types of interview questions and when to use them.
- Apply behavioral and competency-based questioning techniques effectively.
- Avoid common interviewer mistakes and biases.
- Develop interview guides tailored to different job roles.
- Evaluate candidate responses systematically for better decision-making.
Key Topics
The Role of Interviews in Recruitment
- Purpose and limitations of interviews
- Structured vs. unstructured interviews
Types of Interview Questions
- Open vs. closed questions
- Behavioral and competency-based questions
- Situational and hypothetical questions
- Red flag questions to avoid
Behavioral Interviewing Techniques
- The STAR method (Situation, Task, Action, Result)
- Probing deeper for evidence-based answers
- Identifying competencies through past behavior
Planning & Structuring the Interview
- Preparing interview guides and scorecards
- Aligning questions with job requirements and organizational values
- Ensuring consistency and fairness across candidates
Avoiding Interviewer Bias
- Types of biases (halo effect, similarity bias, first impression bias)
- Strategies for objective assessment
Evaluating Candidate Responses
- Using rating scales and competency frameworks
- Comparing candidates systematically
- Making evidence-based hiring decisions