Day 1: From Workforce Demand to a Qualified Shortlist

Hiring Request and Job Requirements

• Confirm need before opening a vacancy
• Classify job requirements by necessity
• Translate duties into assessable job competencies
• Define success criteria for the role

Sourcing Channels and Application Screening

• Choose channels suited to candidate markets
• Write clear advertising without biased language
• Screen applications against declared job criteria
• Document rejection reasons consistently and fairly

Selection Criteria and Candidate Experience

• Build decision matrices before interviews begin
• Explain hiring stages clearly to candidates
• Reduce silence between successive recruitment stages
• Balance speed against selection quality

Day 2: Structured Interview Lab and Evidence-Based Selection

Interview Structure and Behavioral Questions

• Open interviews and explain their structure
• Ask behavioral questions tied to competencies
• Use probing questions to uncover detail
• Allocate time across required competency areas

Evidence Rating and Bias Control

• Record evidence instead of general impressions
• Rate responses using a shared scale
• Recognize similarity halo and confirmation biases
• Separate presentation strength from evidence quality

Interview Panel Simulation

• Assign roles across interview panel members
• Lead a complete time-controlled interview
• Calibrate ratings after the candidate leaves
• Select candidates using consolidated evidence

• A job-request exercise corrects ambiguous requirements
• A screening lab compares varied candidate profiles
• Interview role plays receive structured behavioral feedback
• A panel simulation calibrates scores and selection decisions