Webcast:
One of the major responsibilities of recruiters is to interview job candidates. Yet rarely are they formally trained or evaluated on this skill. And job interviews are notorious for not predicting whether a candidate is equipped to be successful in a job- research suggests most organizations would have better luck choosing whom to hire by flipping a coin. It should be simple to conclude that to improve the hiring process at an organization, the interview, and therefore by extension the interviewer, should be improved.
Easier said than done, right? Recruiters and hiring managers alike are victims of their own hubris- have you ever met one who said they didn't think they were good at interviewing? The first step is to objectively identify one's own weaknesses. The next is attend this webcast, where we'll cover the top 10 skills needed to be a good interviewer.
Webcast on Demand
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Presenters
Michael manages recruitment technology and assessment strategy for Sprint and directs recruitment services for the Network Operations, IT, Product Development and Wholesale divisions. The Sprint staffing team leverages innovative and industry leading strategies to implement world class recruitment and selection processes. In addition, Michael serves as an internal consultant with a focus on job analysis, needs assessment, selection system design & validation, performance management, optimizing technology in the hiring process, and the recruitment and sourcing of top talent.
Throughout his career, Michael has helped organizations redesign recruitment and selection processes to better leverage technology and human capital, introduce alternatives to inefficient and ineffective assessment strategies, and better equip managers to make sound hiring decisions. Michael has written articles and presented at conferences on numerous topics including innovations in assessment, internet-based testing, measuring selection and hiring ROI, assessment centers, adverse impact, banding, job analysis, performance evaluation, and managerial assessment and development.
Michael attended the University of Maryland where he earned his Master of Science degree in Psychology. Michael started his career in industrial/organizational psychology as a "Beltway Bandit" consultant in the Washington, DC area. He later joined the civil service sector where he worked at both the Federal and City/County levels, before returning to the private sector. In addition to his role at Sprint, he serves as an expert advisor to the Human Capital Institute (HCI) Talent Acquisition Community, as well as an adjunct faculty member in the KCKCC Psychology Department.