Selection interviews

Why this training?

The right person in the right place starts with the selection of new employees. The importance of the right selection is major, due to the costs that are associated with a wrong selection, through selection-costs, familiarization, training and especially emotional costs for other personnel if new people move on again real fast or don’t function well.

Too often selection is still based on feeling and too little on facts and behavioural criteria. For organisations that want to professionalise selection interviews and want to enhance the chance on a right selection of personnel, this training is a logical choice.

Programme points 

  • The value of the behaviour-focused approach
  • Theory: The interview script, phases selection interview
  • Exercise: observe
  • Making resumes with the group
  • Working with actor
  • Exercises focused on various phases in the interview
  • Exercise: translate competences in concrete, observable behaviour
  • Pitfalls selector analysed
  • Information processing: ORCE
  • Working with actor
  • Personal return to the work place plan


After the training one knows how to prepare selection interviews methodologically and apply a methodological build-up of the selection-interview. One can ask behaviour-focused questions based on previously chosen criteria or competences. If available, one knows how to use test results in the preparation of a selection interview. This with the objective to be able to make a substantiated choice for a candidate.


Below you find examples of interventions, which can be deployed either combined or separately.


Intervention trajectory

Capability Building

  • Traineeships
  • MD development
  • Top Talents
  • Ambition management
  • Project-based working