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Use Group Interviews to Predict Job Success

Learn more on the approach for group interviews to select the best candidate without having a single-minded bias of an individual interview.

Interviews are notorious for being a poor approach to use in employee selection. Research has shown that interviewers jump to conclusions quickly about job applicants and are sometimes unduly swayed by haircuts, the firmness of handshakes, and physical appearance of applicants. Interviews are also prone to problems such as the like me bias in which people are prone to be positively inclined to applicants who are clones of the interviewers. This material shows how group interviews can overcome the single-minded bias of individual interviews. The information shows how group interviews can be part of a robust approach to picking the best candidate by relying on diverse opinions across a group.

88 minutes
Certificate of Completion
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

What Are Group Interviews and Why Use Them?

  • Overview of This Part
  • Defining Group Interviews
  • Explaining the Advantages and Disadvantages of Group Interviews

How Are Group Interviews Carried out?

  • Overview of This Part
  • Step-By-Step Description of Planning, Using and Analyzing the Results of Group Interviews
  • What Special Tools and Techniques Can Improve Group Interviews?
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Course

This course was last revised on July 2, 2019.

Call 1-866-352-9540 for further credit information.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow

Rothwell & Associates, Inc.

  • President of Rothwell & Associates, Inc. (www.rothwellandassociates.com) and professor, Penn State University, University Park
  • Practice emphasizes all aspects of talent management and succession planning
  • Conducts regular seminars on talent management, succession planning, and organization development
  • Wrote 115 books; Virtual Coaching to Improve Group Relationships (Routledge, 2021); Increasing Learning and Developmentā€™s Impact Through Accreditation (Palgrave, 2020); Adult Learning Basics, 2nd ed. (ATD Press, 2020); The Essential HR Guide for Small Businesses and StartUps (Society for Human Resource Management, 2020); Workforce Development: Guidelines for Community College Professionals (Rowman-Littlefield, 2020); Innovation Leadership (Routledge, 2018); Human Performance Improvement: Building Practitioner Competence, 3rd ed. (Routledge, 2018); Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017); Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017); Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017); Community College Leaders on Workforce Development (Rowman & Littlefield, 2017); Organization Development in Practice (ODNetwork, 2016); Mastering the Instructional Design Process (Wiley, 2016); Practicing Organization Development, 4th ed. (Wiley, 2015); Effective Succession Planning, 5th ed. (AMACOM, 2015); The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015); Beyond Training and Development, 3rd ed. (HRD Press, 2015); The Leader's Daily Role in Talent Management (McGraw-Hill, 2015); Organization Development Fundamentals (ATD, 2015); Creating Engaged Employees (ATD, 2014); Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013); Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012); the edited three-volume Encyclopedia of Human Resource Management (Wiley/Pfeiffer, 2012); Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (AMACOM, 2012); Invaluable Knowledge: Securing Your Company's Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (AMACOM, 2011); Competency-Based Training Basics (ASTD Press, 2010); Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, 4th ed. (AMACOM, 2010); Practicing Organization Development, 3rd ed. (Pfeiffer, 2009); The Manager's Guide to Maximizing Employee Potential: Quick and Easy Ways to Build Talent Every Day (AMACOM, 2009); Basics of Adult Learning (ASTD, 2009); HR Transformation (Davies-Black, 2008) and Working Longer (AMACOM, 2008)
  • Member of Association for Talent Development and the Society for Human Resource Management
  • Can be contacted at 814-234-6888 or [email protected]
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Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 404485
Published 2019
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