Cut to the Chase
Should you be using behavioral interviewing, kinesic or analytical techniques? Which works best? Well, they're all powerful -- and they all represent important ideas that should be baseline knowledge for recruiters and managers alike. But who has time and budget to wade through days (even weeks) of training to get at the meat of each individual approach? AIRS researchers have invested the time for you. We've collected, evaluated and integrated the most powerful, proven techniques along with the most exciting new performance-based measures into a concisefour hour Web seminar.

Hire the Best
A bad hire wastes the original recruiting cost, as well as your organization's time and training investment. It also requires a replacement cost in cash, time and opportunity. It is critical that your recruiters and managers learn to interview effectively and hire for all the right reasons. AIRS performance-based Interviewing provides the most reliable methodology and a complete toolset for gathering information, assessing the candidate and determining the best hire for each position.

It Doesn't Have to be Complicated
Thirty years ago, behavioral interviewing was introduced as a way to map competencies to job requirements. Today, recruiters and market-leading employers realize that competencies do not guarantee performance -- and that skills may be less important than attitudes and aptitudes. This class offers a paradigm shift that eliminates the bulky binders that hiring managers don't have time to study as well asthe complicated, time-consuming forms that hiring managers and recruiters don't have time to fill out. AIRS Performance-based interviewing is based on a simple but powerful premise that reflects today's values and requirements: Competencies are important, but past performance is the best predictor of future success.

Learn from the Best
AIRS trainers are seasoned professionals with first-hand experience recruiting through a time of revolutionary change in the industry. All are Certified Internet Recruiters, and have cutting-edge e-recruiting skills and technical knowledge, as well as expert sourcing, contact, assessment and hiring skills.

• How to direct an interview that is about the skills and abilities to do the job (performance) rather than to get the job (qualifications).
• Guidelines for writing high-performance profile descriptions based on your business objectives.
• Interview questions that demonstrate excellence, detail the actual activities performed in the job and set expectations.
• Techniques to assess behavioral, cultural and emotional intelligence competencies, as well as technical competencies.
• Measurable success criteria for objective hiring decisions that reduce compliance complaints.
• Job performance appraisals and performance management systems that encourage consistency.