The job interview is the tool that is relied on most in making employment decisions. Yet, hiring managers and human resource staff frequently make mistakes by wrongly relying on gut feelings, by preparing poorly for interviews, and by asking interview questions that don't allow them to assess candidates accurately and identify their liabilities.

A highly effective interviewing process - Behavior-Based Interviewing - can easily be implemented in any organization's current hiring practice. No other interviewing method has proved as accurate in identifying future performance effectiveness.

Complete overview of the Behavior-Based method including: sample interview questions; step-by-step guide for post-interview evaluations; how to implement a behavior-based interviewing program at your organization; small group practice interviews; measure & evaluate

Chris Wallace, a recognized career strategist, has practiced in the field of human resources and career management for over 25 years. During her career, Chris has held management positions in human resources, recruiting, career management, coaching, training, and teaching at the college level.

Prior to joining Right Management Consultants, Chris was President and CEO of Wallace Associates, Inc., a privately held career management and outplacement firm. During the six years she owned the business, she consulted with a variety of large and small corporations, providing outplacement and employee coaching services. Chris also served as the manager of the Wichita office of Drake Beam Morin, Inc. for nine years before establishing her own firm. While at DBM, she helped manage a career center for Boeing and Via Christi, offering career transition services to over 2,200 employees.

This program has been submitted for 2 hours of general certification credit through HRCI.

This program is sponsored by Foulston Siefkin.