Behavioral Interviews, Realistic Job Previews & Robust Onboarding - Key Elements For Employer Success

Achieving business success goes beyond merely filling open positions. Complicated, confusing, or reactive hiring processes make it challenging to attract the right talent. An organization's success hinges on the employees it hires, with each moment and decision contributing to the overall outcome. Talent acquisition professionals must identify top candidates early and move swiftly through the hiring stages. It's easy to be deceived by a candidate who appears ideal during the hiring process but turns out to be a poor fit after being hired. Traditional interviews predict future success only 10% of the time. A poor fit means the employee will never reach optimal performance, engage fully, or stay long-term, leading to costly and disruptive turnover. Recruiting expenses can range from 50-100% of an individual's annual salary. From the moment a new employee starts, they evaluate their decision to join the company. 70% of new hires decide whether to stay or leave within the first six months. A poor fit results in quick disengagement and turnover, leaving the employer to deal with the fallout.

The solution lies in implementing strategies to identify the right talent and the right fit, both personally and culturally. Three critical strategies ensure a good match for both the employer and the employee: Realistic Job Previews, Behavioral-Based Interviews, and Onboarding before the candidate commits. These strategies leverage the power of self-selection and accurately assess candidates' skills, abilities, and fit. One study found that using Realistic Job Previews as part of onboarding increased engagement from 14% to 93%.

Webinar Agenda :

• Learn the “SOAR” method for creating Behavioral Based Interviewing
• Receive 43 Behavioral Based Interview Questions
• How to interview for “best fit”
• What are Realistic Job Previews and why they matter
• How to leverage self-selection to assure the best fit
• Key Competencies to Add to Your Job Description and Include in Interviews
• Understand source of interviewer rater errors
• How to link corporate values to employee selection
• How to integrate onboarding into the initial phase of recruiting
• The 4 “C’s” or onboarding
• Why mission, vision, value, and culture matter and how to fold them into onboarding and recruiting
• How onboarding during recruitment impacts retention and engagement
• Factors to consider in creating Realistic Job Previews
• Best practices that appeal to millennials
• FAQs, Examples & Case Studies

Participants will receive:

• 43 Behavioral Based Interview Questions
• Competencies for Job Descriptions and Interviewing
• 50 Onboarding best practices
• Onboarding assessment

Behavioral based interviewing, pre-hire onboarding, and realistic job previews work cohesively to maximize retention and new employee engagement. With this webinar companies will have tools to improve their new-hire processes. 

Speaker Profile - Bob Verchota is owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting. Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo. Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.