Course : Master all aspects of the recruitment interview
Practical course - 3d
- 21h00 - Ref. REZ
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 | Define recruitment with the customer: challenge the customer's expectations to define a realistic profile, etc. |
| Conducting the interview: introducing and arousing interest, evaluating, motivating to continue |
| Making a choice and defending it to the customer: writing a report, highlighting added value, highlighting potential/talent |
| Re-examine your methods and tools: changing environment, changing customers, staying on top of developments |
Intended audience
Search/source managers; consultants in recruitment consultancies, Talent Acquisition, managers, anyone in charge of recruitment in a company.
Prerequisites
No special knowledge required.
Practical details
Hands-on work
This interactive training course is supported by numerous exercises and practical work.
Course schedule
1 Identify the issues and objectives of a recruitment interview
- Understanding the role of the recruitment interview in the overall process: a key factor in attracting talent.
- Identify the advantages and limitations of the recruitment interview.
- Understand candidates' expectations and needs in the professional sphere.
- Know your recruiter's style, approach and influence on candidates.
- Identify the communication style of your future contacts.
Storyboarding workshops
Discussions on your recruiting style and difficult experiences in recruitment interviews.
2 Ask your client about their recruitment needs
- Distinguish between ability, competence, potential and talent.
- Define professional aptitudes and soft skills to minimize the risk of selection errors.
- Define the customer's needs using tools such as job descriptions, OMMDC, QQOQCPC.
- Agree on essential and desired skills.
- Create or update job definitions and job profiles.
- Create a backlog of actions to be carried out and the players involved.
Telephone point
One participant plays the role of the sponsor, and the other the role of the researcher. The latter must ask precise, relevant questions to understand the sponsor's recruitment needs. Observers analyze the participants' behavior.
3 Deciphering candidates' interview behaviors
- Distinguish between behavior, attitude and personality.
- Identify your interlocutor's words to understand how they work: linguistic predicates.
- Identify candidates' professional skills.
- Creating links to encourage exchanges.
- Be familiar with recruitment tools: PAPI, DISC, etc.
Hands-on work
Cross-evaluation. Participants are divided into 2 groups. Each group prepares questions (and answers) on all the concepts covered during the day. These are put to the other group to check what they have learned, and to reinforce the different messages.
4 Setting the framework and creating a secure, trusting relationship
- Adopter une posture neutre et créer un climat de confiance.
- Identify and act on our cognitive biases in interviews.
- Set out the framework and expectations.
- State the objective of the interview to create a bond.
- Observe the candidate's reactions.
- Identify the candidate's personality, verbal and non-verbal language to establish good communication.
Hands-on work
Greeting and starting an interview. Situations analyzed and debriefed.
5 Getting your interviewer to talk
- Show interest and attention.
- Note-taking skills.
- Active listening: the 3 levels of listening.
- Distinguish between fact/opinion/feeling/omission/distortion/generalization.
- Know the 4 types of reformulation.
- Understand and use silences.
- Ask relevant questions: the 6 types of questions.
- Learn how to get the other person to express themselves.
- Adopt the right attitudes in interpersonal exchanges.
- Handle blockages and difficulties in expressing yourself.
Hands-on work
Encourage the speaker to speak. Situations analyzed and debriefed.
6 Talking about the job and the company: attracting candidates
- Address gaps between job expectations and interviewer profile.
- Build an integration and matching program.
- Motivate your interlocutor.
- Arguing its position.
Hands-on work
Leading a recruitment exchange. Situations analyzed and debriefed.
7 Concluding a recruitment interview
- Formalize exchanges and validate understanding.
- Énoncer les prochaines étapes du processus de recrutement.
- Conclude by praising the other person.
Hands-on work
Finalize a recruitment interview. Case studies analyzed and debriefed.
8 Writing interview conclusions
- Summarize interview discussions in factual terms: writing up the minutes.
- Promote the strengths of the candidate's career path to the sponsor.
- Faire un retour au candidat.
Hands-on work
Drawing up an interview report.
Customer reviews
4,8 / 5
Customer reviews are based on end-of-course evaluations. The score is calculated from all evaluations within the past year. Only reviews with a textual comment are displayed.
ELODIE M.
19/11/25
5 / 5
Thank you very much. Very rich training :-) Very fluid for 3 days of distance learning.
LENA F.
19/11/25
5 / 5
The theoretical content and the chronology of the course were very interesting, although the course is better suited to a profile that is new to recruitment.the pace was very good, as was the quality of Angélique's presentation and explanations.this course confirmed my existing practices.
ELODIE D.
19/11/25
4 / 5
The trainer was very educational, her explanations were clear and often illustrated.
PARTICIPANTS
Search/source managers; consultants in recruitment consultancies, Talent Acquisition, managers, anyone in charge of recruitment in a company.
PREREQUISITES
No special knowledge required.
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
Search/source managers; consultants in recruitment consultancies, Talent Acquisition, managers, anyone in charge of recruitment in a company.
PREREQUISITES
No special knowledge required.
TRAINER QUALIFICATIONS
The experts leading the training are specialists in the covered subjects. They have been approved by our instructional teams for both their professional knowledge and their teaching ability, for each course they teach. They have at least five to ten years of experience in their field and hold (or have held) decision-making positions in companies.
ASSESSMENT TERMS
The trainer evaluates each participant’s academic progress throughout the training using multiple choice, scenarios, hands-on work and more.
Participants also complete a placement test before and after the course to measure the skills they’ve developed.
TEACHING AIDS AND TECHNICAL RESOURCES
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
• The main teaching aids and instructional methods used in the training are audiovisual aids, documentation and course material, hands-on application exercises and corrected exercises for practical training courses, case studies and coverage of real cases for training seminars.
• At the end of each course or seminar, ORSYS provides participants with a course evaluation questionnaire that is analysed by our instructional teams.
• A check-in sheet for each half-day of attendance is provided at the end of the training, along with a course completion certificate if the trainee attended the entire session.
TERMS AND DEADLINES
Registration must be completed 24 hours before the start of the training.
ACCESSIBILITY FOR PEOPLE WITH DISABILITIES
Do you need special accessibility accommodations? Contact Mrs. Fosse, Disability Manager, at psh-accueil@orsys.fr to review your request and its feasibility.
Dates and locations
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