Promotion Interviewing
The sequence for internal promotion is, at minimum, 1) attract candidates, 2) select from candidates. Interviewing may occur as part of attracting candidates (discuss with potential candidate and invite his/her application) or selection. Like the Selection Interview, the Promotion Interview is generally poorly done, especially for something so crucial. It continues that people are promoted as a reward or because they are good at their job, rather than they will be good at the new position. This program provides information for both interviewer(s) and interviewee that will improve the quality of the process.
Who will benefit from Promotion Interviewing
Any person who is involved in either side of the interview process. It is aimed at improving the interviewer practice, and thereby providing the interviewee with an inside view of the process. The course helps both sides prepare for this important event.
Outcomes of Promotion Interviewing
Delegates will know how to:
- prepare for the interview event
- clarify the role of the interview within promotion selection
- select from different kinds of interview formats
- conduct the interview event
- behave at the interview event
- help the other party do its job best
- ask relevant questions
- manage communication quality
- manage impressions
Content of Promotion Interviewing
- the poor track record of interview quality and results
- the real reasons for promotion interviewing
- defining the purpose - E.g. promote the best person for the position
- it’s all about the new position - not the old position
- it’s all about the new position - not about the interview
- interview template options
- the concept of ‘fit’ with new role
- asking questions - when - how
- managing impressions - if - why - how
- comments about memorable interviews
- difficulties faced by promotion interviewers
- difficulties faced by promotion interviewees
- what impresses promotion interviewers
- what impresses promotion interviewees
Duration
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