Most managers are expected to interview. Few are ever taught how. Develop skills for a clear, consistent approach to interviewing.

About the Training

Most managers are expected to interview. Few are ever taught how.

Knowing the role does not automatically mean knowing how to interview someone effectively.

Without a clear structure, interviews can quickly become informal conversations. Different candidates may be asked different questions, important evidence can be missed and final decisions may come down to confidence, likeability or gut feeling.

All of this can quickly lead to expensive mis-hires!

This practical half-day course gives business owners and managers a clear, consistent approach to interviewing.

Delegates will learn how to prepare properly, ask purposeful questions, listen for evidence and make hiring decisions you can explain with confidence.

Details

Date: Tuesday 29th September 2026

Time: 9.30am – 1.00pm

Location: The Bradfield Centre, 184 Cambridge Science Park Rd, Milton, Cambridge, CB4 0GA

Duration: 3.5 hours

Cost: £195+ VAT per person

Refreshments will be provided.

What will you learn?

By the end of the session, you will be able to:

1. Choose the right interview approach

Understand different recruitment interview styles and when each may be appropriate.

2. Prepare and structure an effective interview

Know what to prepare, how to organise the conversation and how to create a professional experience for every candidate.

3. Develop better interview questions

Create clear, relevant and purposeful questions linked directly to the requirements of the role.

4. Ask questions that produce meaningful evidence

Use behavioural and competency-based questions to move beyond rehearsed answers and explore what a candidate has actually done.

5. Listen, probe and take useful notes

Give candidates time to respond, ask effective follow-up questions and record the evidence you need to assess them properly.

6. Recognise bias and common interviewing pitfalls

Understand how first impressions, similarity, confidence and gut feeling can influence hiring decisions.

7. Assess candidates fairly and consistently

Apply the same criteria across candidates, use structured scoring and make decisions based on evidence rather than instinct.

8. Put your interviewing skills into practice

Take part in practical activities and supportive role-play so that you can apply what you have learned in your next interview.

Description supplied by the event organiser.