KeenHire empowers HR Professionals, corporate hiring authorities and managers to experience the impact that effective behavioral interviewing has on a company’s ability to secure and retain top talent. Through our KeenView Behavioral Interviewing Certification, we train you to implement a conscious interviewing process that saves your company time, money and effort while engaging your high potential candidates from the beginning.
Course Objectives for KeenView Behavioral Interviewing Certification
Develop a fundamental understanding and appreciation for why most bad hiring decisions are made in the first ten minutes of the interview.
Learn the foundation behind behavioral interviewing, and why diligence is essential when bringing on new people.
Learn what to listen for in the interview to identify the candidate with the right behaviors for your position.
Receive your certification in behavioral interviewing which includes; benchmarking, behavioral selection and behavioral interpretation
Overview of the Behavioral Certification Process
Step 1: Attend a 2-day live or 4-week virtual 16 hour training program Step 2: Audit 3 Behavioral Interviews conducted by a certified KeenHire Consultant Step 3: Conduct 3 Behavioral Interviews audited by a certified KeenHire Consultant Step 4: Take the Final Certification Exam
Contact KeenHire for more information on our upcoming Behavioral Interviewing Certification Sessions.
Can’t make it to training? Contact our team to purchase the following tools and learn on your own: PowerPoint slides for Targeted Behavioral & Competency selection Manual for Targeted Behavioral & Competency selection
Employee development and training means we invests in our people and help you to do the same.
We provide a systematic and integrated approach to employee development and training, delivered though 1-1 coaching, in-person seminars, or convenient teleconferences. By making career and personal development relevant, timely and social, we help you redefine your approach to employee development and help you to identify your emerging leaders.
Over the next 5-8 years, there will be a projected loss of 45% of competent leaders who will be leaving their roles in business for retirement. If not dealt with appropriately and swiftly, leadership gaps can widen beyond repair.
Our coaches have the primary intention to further the goals of your organization by developing and working with next-level managers, emerging leaders and executives. We set your company up to up harvest and grow talent for the next generation of leadership, which will improve retention, engagement and productivity.
We identify emerging leaders, and we develop them using a proven process that determines how closely values and behaviors align. Succession planning is the single most important factor when it comes to scaling effectively. This means that leveraging and retaining your top talent are both essential to sustainability and success.
Outstanding talent is what your business needs to move forward.
Talent, skill and education alone will not make your company great. Our firm will find you the extraordinary leaders who are fully aligned with the vision you have for your business. Our Retained Search process ensures that we fully understand what drives your company, using our own signature organizational assessments to understand your company’s direction, competitive advantages, values, and unique challenges. The result is a dynamic, effective executive search process that brings you exactly the right leadership for your business.
As a leading decision maker at your company, it’s almost certain that you need to be sure your executive staff is corporately aligned and motivated for success. Because this type of psychometric data is almost never laid out in front of you, we’re here to show you that it can be. Take this sample executive assessment and a member of our team will guide you through how it works in solidifying and scaling your leadership team for the future.
No matter what your industry is, your business operates on multiple levels that are crucial to bottom-line success. The effectiveness of each component working with the others is directly related to business sales, retention, and the overall effectiveness of your organization. Our organizational development experts work with your company’s existing operations to improve the quality, profitably, and efficiency of your business. Our extensive organizational assessment tools are vital to this process.
We start with an extensive and precise data collection process to understand the root causes of organizational barriers to what your company wants to accomplish. We then analyze your business processes and provide you with the feedback necessary to take developmental steps toward optimal organizational health. The goal of organizational assessment is to eliminate your company’s weaknesses and maximize your strengths for success. Once the organizational development analysis is completed, we offer you our expertise in optimizing your strengths to offset your weaknesses. A thorough Organizational Health Check will make sure we know what these are and how to address them.
Assessment, Business Processes, Customer Service, Data Collection, Effectiveness, Operations, Organizational Alignment, Organizational Assessment, Organizational Development, Organizational Development Agency, Organizational Effectiveness, Strategy, Your Company
Labor Problem: Labor data from the US Bureau of Labor Services indicates that 600,000 to 900,000 career vacancies are attributed to the greater-than-average mismatch between the skills employers seek and those that are available in the market.
This startling data, coupled with the growing concern for the cost of a mishire is enough to cause a business leader to initiate damage control. Another key factor affecting the employment life cycle is the latest data released from Towers Watson - less than 30% of employees are actually engaged in their work. If these statistics are real, this means 70% of employees are just going through the motions and doing the bare minimum to get by; for a growing organization committed to expanding this simply wont work.
Labor Solution: If you want engaged, happy employees you must attract &hire people for jobs that are a good match for their motivations, values, behaviors, and competencies.While you can teach certain competencies to a person capable of learning, you cannot force an outcome with someone who is not interested in producing it. Hire people who are driven internally to do the work you need them to do, in the time frame you need it done, for the type of customers you serve. At KeenHire we call our hiring process Conscious Hiring because it causes both the candidate and the employer to be conscious to what they need and want out of a role.
Labor Problem: A 51,000,000 and growing deficit of available & qualified labor shortage. As more cutting edge opportunities are arising every day, and less people who are qualified and interested in doing the work the opportunities require, companies are scrambling to attract the best and brightest. Many companies are resorting to hefty sign on bonuses or retention packages for the highly skilled, top performing employees. However, many of these same employees who accept the benefits report they are not engaged or excited about the company and the services they provide. They sign up for the role only for the money, and when more money shows up elsewhere with a better platform to display their talents, they are gone.
Labor Solution: Know why people come to work for your company and why they stay. Learn about what makes the younger high tech, millennial generation tick, put yourself in the shoes of a Gen Xer and figure out what matters to them, because often what matters to you is quite different. Once you are clear who your ideal employees are and which generation they fall into, craft a Retention Strategy and Employee Value Proposition that attracts and retains the people you need.
Next Step: If you are compelled to position your company as a leading employer. If you are in a highly competitive industry, seeking highly skilled people for customer centric roles and the life of your company depends on the people inside, schedule a Talent Strategy review with one of our Consultants. In 30 minutes, you will identify the biggest areas of concern and be advised on potential solutions.
Hiring better people starts with a mindset. In an ever changing world, adapting to new technologies and reevaluation of current systems should always be in consideration. Specifically, the staffing industry is riding a wave of social media correspondence as well as introducing new ideas within the hiring process as a concept. The days of "resume-interview-hire" are over and the power of behavioral interviewing, benchmarking, role analysis, succession planning, and leadership development have shot to the forefront of the industry. For a successful company, incorporating these concepts into your current hiring process can only improve your results and drastically impact your bottom line in a positive way.
Why worry about your employees' confidence? Because employees who are confident in themselves and in their abilities are successful employees, and successful employees make a successful company.
If you haven't thought about your employees' confidence before, consider this:
Confident employees want to come to work, they are less likely to quit, and they project a positive image of your company in the wider community. The more confidence an individual possesses, the more efficient and productive they are in meeting their goals. Confidence builds commitment and creates trust among colleagues. A confident work force uses initiative and makes decisions that support organizational goals. Extra benefits—such as an aligned, focused and supportive corporate culture as well as a better and stronger workforce morale—are icing on the cake.