While most applicants are honest, hard working individuals seeking a long term employment opportunity, some of them misrepresent information about their background, employment history, education, experience, and abilities in order to obtain the position. Too often these individuals who falsify the information about their past are hired by an organization and become problem employees - engaging in behavior that undermines their working environment and, in some instances, endangers the public (oftentimes resulting in negligent hiring charges).
This one-hour DVD training program and application guide offer specific procedures on how to verify the accuracy of information on the candidate's application during the pre-employment interview, as well as questioning techniques designed to elicit truthful information from the applicant. This training program offers interviewing techniques and procedures that will significantly increase the effectiveness of your pre-employment selection interview, and will help you to create a process in which you will be able to identify high risk applicants who have misrepresented their background before they become problem employees.
The techniques presented are identical to those our staff uses to screen hundreds of job applicants every year for positions of trust. The applicants we see have already been pre- screened by the prospective employer. By applying specialized interviewing techniques, about 30% of these applicants tell us that they have falsified significant information on their employment application -- information that often causes the employer to make a "not-hire" decision.
SOME OF THE SPECIALIZED INTERVIEWING TECHNIQUES PRESENTED INCLUDE:
- How to Create an Interviewing Environment Conducive to Truth Telling.
- How to Psychologically Prepare an Applicant to Feel Comfortable Discussing Falsifications on Their Application.
- Proper and Improper Ways to Ask Direct Questions.
- How to Evaluate an Applicant's Verbal and Nonverbal Responses for Indications That Relevant Information is Being Withheld.
- How to Ask Follow-Up Questions in a Way That Elicits Truthful Information
This program is designed for Human Resources staff, Managers, Business Owners - anyone who is involved in the selection of new employees for the organization.
The series contains 1 DVD and a 100-page study guide. Multiple study guides can be purchased from the LERC at https://www.lerc.com/
PROGRAM CONTENT (TOPICAL OUTLINE OF STUDY GUIDE):
INTRODUCTION: OVERVIEW OF PRE-EMPLOYMENT SCREENING
- The need for effective pre-employment screening
- The employer's goal of pre-employment screening
- Traditional screening procedures
- Improving employee selection
- Suggested pre-employment screening procedures
- The employment application
- Summary points
- Introduction review
- Group exercise
PART I - DEVELOPING AN INTERVIEW STRATEGY
- Preliminary Considerations
- The Introductory Statement
- Asking Direct Questions
- Summary Points
- Part One Review
- Group exercise
PART II - : EVALUATING THE APPLICANT'S BEHAVIOR
- Introduction to Behavior Analysis
- Principles of Behavior Analysis
- Behavior Symptom Analysis
- Summary Points
- Part Two Review
- Group Exercise
PART III - ASKING FOLLOW-UP QUESTIONS
- Underlying Principles
- Probing Follow-Up Questions
- Assumptive Follow-Up Questions
- Corroborative Follow-Up Questions
- Practice Session
- Entire Interview
- Appendix A: Suggested Direct and Follow-Up Questions
- Appendix B: Answers to Chapter Review
- Appendix C: Answers to Exercises