Responsible people often make it easy for applicants to say what is suitable in the job interview. After a time it  may happen that both parties have different expectations. This often leads to demotivation, anger, performance loss and discussions with influence on the effectivity of a department. On the other hand really suitable applicants are refused because of the limited perception of the conversation partner, for example a “Scheme F-preparation”. In this intensive training we work out applicable solutions to these questions:

• How do I find out if an applicant is really suitable for the advertised position?
• How do I get clear criteria for the suitability without pressure and manipulation?
• Which technique serves as a backbone and red thread for the preparation, implementation and evaluation of the interviews? 

Goals
The participants

• know the effect of the own discussion behavior to others
• can prepare target-oriented and structural interviews with the applicants
• can control the conversation effectively to receive all relevant information in a good atmosphere
• can evaluate all relevant information systematically

Emphases

• systematic personnel selection and cooperation with the personnel department
• Important aspects in the usage
• Direct effects of communication

1. Give and receive information – contact and atmosphere
2. Prepare target-oriented: Job requirements and „wish list”
3. Take a good look at yourself: your expectations on the interview
4. Job interview and coaching behavior

• Conversation with the applicant: „What goes around, comes around..“ – control with question!

1. Active listening in the conversation
2. Open-minded and honest: direct feedback
3. Systematic conversation planning as a thread
4. Art of transition

• Systematic evaluation of job interviews: the tool
• Individual learning transfer into practice.