hr best practices, Human Resources Training

Using Behavior Based Interviewing to Select the Right Candidate

African American advisor consulting millennial couple in office

Conducting interviews for selecting the required candidate is one of the most important functions for an organization’s HR. Nobody can deny the supreme importance of this task, because, after all, is it not through interviews that candidates, who could possibly go on to become the organization’s precious resources, get selected?

However, where most organizations go wrong is in adapting the right technique for interviewing. They may have got all the steps to the interview right. They could have advertised in the right channel, they could have carried out the background check most diligently. They could set the perfect test for the candidate. Yet, where the HR in most organizations goes wrong is in using a fallacious parameter to assess a candidate.

Where do organizations go wrong? It is using skill or knowledge as the basis for evaluating the candidate at the interview. What is wrong with this, isn’t this after all the method all companies adapt, you might ask. Although a popular means for selecting the candidate, there is another, better proven and more effective method of selecting a candidate: behavior-based interviewing.

So, what is this concept of behavior-based interviewing? In simple terms, behavior-based interviewing is a mode of selecting candidates at interviews based on behavior and attitude, rather than on their academic qualifications. It is far too common to find organizations paying way too much attention to skills, knowledge and experience than needed and failing to use the behavioral parameter for assessing a candidate.

This method of interviewing takes the candidate’s past behavior as the criterion for weighing her suitability for a position. Past behaviors in certain conditions and the candidate’s ability to respond to situations and challenges are a sure indicator of how she is expected to behave in the future in any given circumstance.

Rather than spend all its energies on doing things the traditional way, HR could make the interview a lot more effective if it adapts this method of interviewing a candidate. Following this method is a sure antidote to premature resignations and terminations, most of which are the result of the incorrect behaviors and attitudes.

How do organization develop these methods? This vital learning, which could make the difference between hiring the right fit and the wrong one, will be taught at a webinar that is being organized by TrainHR, a leading provider of professional training for all the areas of regulatory compliance, on July 9.

TrainHR brings the president and founder of Performance Development Strategies, Grant Schneider, as the expert at this sixty-minute webinar. Please visit to enroll for this webinar.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.


The core of the learning that Grant will impart at this session is the importance of predicting behaviors of a job candidate. Asking behavior-based questions and evaluating the answers is the way to doing this. Grant will show how to frame such behavior-based questions. This learning will help organizations in hiring the correct candidate for the job based on more than just gut feeling.

Most organizations spend a fortune on the hiring process. Nothing is more frustrating for HR than to carry out all the steps for the interview, only to see the candidate leaving in no time. As a result of this learning, organizations can avoid taking the wrong hiring decisions by selecting the behavior-based method, which takes away the guesswork and chance from the hiring process.

Grant will cover the following areas at this webinar:

  • How to create and ask open-ended questions
  • How to solicit examples of past behavior to predict future behavior
  • How to take useful interview notes
  • How to get beyond the rehearsed answers to find out what a candidate is really thinking
  • How to establish interview evaluation criteria
  • How to identify and evaluate skills objectively

This session is aimed at the benefit of personnel that are closely connected with the hiring process, such as HR Professionals, CEO, Senior Vice President, Vice President Executive Director, Managing Director, Regional Vice President, Area Supervisor, and Managers.


About the expert: Grant’s company helps organizations achieve greater results by aligning people in the organization with the organization’s mission and strategy. Grant helps these organizations create change, develop managers and executives, and create high performing teams resulting in engaged employees and loyal customers.

Being a Certified Coach, he specializes in using an approach that helps organizations identify their vision of success, develop the roadmap, create goals, and then, most importantly, go on to achieve those goals.

hr best practices, Human Resources Training

Foundations of Change Management for HR Professionals


Wondered how far human resources has come from the days of counting the heads of the employees present in the office to one that is an integral part of the organization’s core functions? HR today has a role to play in all the functions the organization performs, right from the most routine one, all the way up to mergers, takeovers and acquisitions.

If this is the extent to which HR has evolved in what may termed the normal period, what should it do in today’s world of globalization, explosion of the information technology and the like? Change is the buzzword in today’s businesses. And nothing is more critical for organizations than knowing how to handle change management. Who could be a better facilitator for change management in the organization than HR?

Interested in exploring this topic more? A webinar from TrainHR, a leading provider of professional training for the human resources areas, will be explaining how organizations’ HR can help cope with change management.

People skill specialist, trainer, negotiator, facilitator and author, Tony White, will be the expert at this webinar. Please log on to  to enroll for this highly valuable training session and derive understanding of how HR can play a stellar role in change management.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).


Knowledge of change management is no longer optional for organizations; it is mandatory. Lack of it could make a critical difference in the organization. Human resources, given its position in the organization, is uniquely placed to help facilitate this all-important transition in the organization.

At this 90-minute session, Tony will provide participants with the tools, strategies and techniques for successfully positioning their organizations in the light of unprecedented change, both in its nature and its speed. This session is of immense value to organizations that are struggling to cope with change management. Tony will show how HR can bring in a more disciplined approach to change management, which will help organizations build what he calls the change management “muscle”.

Professionals in any role of HR will benefit from this session, at which all the areas relevant to the topic will be discussed. These are:

  • Working Definition of Change
  • Why Change?
  • Types & Nature of Organizational Change
  • Transition and Future State Models
  • Understanding Resistance to Change
  • Planning for Effective Change Management
  • Three Stage Scalable Organizational Change Management Process
  • Four Core Questions
  • Change Readiness Surveys
  • Change Management Roles
  • Managing Change
  • Communication
  • Resistance Management
  • Reinforcing and Evaluating Change.


About the expert:

Tony White has conducted training workshops, delivered keynote addresses and facilitated high-level executive initiatives for a broad cross section of business, education, and government organizations for over twenty-five years.

During this long tenure, he has held very notable positions ranging from part-owner and director of a private label food manufacturing company, a partner in an international training company, a change management specialist in a global enterprise, a community college outreach partner, and an in-house instructional designer with a high-profile government office.

Tony is also author of “Make It Happen – A Practical Handbook for Team Leaders, Project Managers and Facilitators to Build, Facilitate and Repair High Performance Teams”.

hr best practices, Human Resources Training, workplace conflict resolution

What Every HR Professional Should Know about Coaching Toxic Personalities

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Toxic personalities are a fact of workplace life. Toxic personalities are those who are negative in their outlook, because of which they not only perform poorly themselves; they come in the way of others’ performance, as well. They can be meddlesome, cantankerous, or very difficult to get along with. What is more; organizations end up losing as much as six percent of their total compensation costs due to such employees. And, these toxic personalities are the reason 51% of the organization’s workforce quits!

How do organizations deal with such a personality, when politeness is of utmost importance in an organizational culture and employee behavior? There should be no problem in dealing with toxic personalities that are mediocre performers. But how do organizations deal with toxic personalities that are star performers?

The solution is a webinar from TrainHR, a leading provider of professional training for all the areas of human resources. Foremost authority on workplace behavior, Mitchell Kusy, will explain to participants of this webinar the ways by which politeness can replace toxicity at the workplace. To enroll for this highly useful and interactive session, please visit .

The content of this webinar is based on the extensive three-year national study that Dr. Kusy carried out in partnership with Dr. Elizabeth Holloway on the topic of how toxic behaviors in the workplace deprive organizations of everyday civility. At this session, Dr. Kusy will cull data from this study, which was carried out on a sample size of over 400 individuals. The indispensability of civility at the workplace in improving team performance, and with it, the bottom line, is backed by hard data and solid evidence.

The highlight of this study is the futility of feedback as a strategy that employers use in dealing with the toxic employee. Dr. Kusy will explain what human resources should do when it discovers that feedback is not successful and what else should be put in place to make it effective through the use of three detailed templates.

Macro and micro HR perspectives

Dr. Kusy will examine toxic personalities from both the macro and micro HR perspectives. The macro perspective consists of strategies of how to co-design organizational cultures of everyday civility, as defined as a norm of respect that is modeled, reinforced, and integrated into the culture of the organization. He will also explain the ways of adapting innovative, simple, and no-cost recruiting practices to avoid hiring these narcissistic personas in the first place.

At the micro level, Dr. Kusy will demonstrate how to design team assessment strategies with which to identify the kind of toxic behaviors that erode team cultures.

Dr. Kusy will open participants’ minds to the two most troubling questions HR faces on this topic:

  • How to handle a toxic boss?
  • How to help organizations design cultures of everyday civility that impact the bottom line?

Dr. Kusy will explain how strategies can be integrated into daily HR practice that will help build respectful engagement that offsets toxic behaviors. All these will be reinforced through real-life examples, robust practices, and clear strategies-all formed from research and evidence-based methods.

At this session which is of immense value to those who deal with toxic personalities at the workplace, such as HR Leaders, HR Practitioners, Talent Development Professionals, Organization Development Practitioners, and Leadership Coaches; Dr. Kusy will cover the following areas at this webinar:

  • 92% of employees rated the range of severity of toxic work behaviors 7 to 10 on a 10-point scale: How can HR reduce the severity of these behaviors?
  • 94% of employees have work with a toxic person in the past 5 years: What are best practices for HR intervention?
  • 87% reported that team climate worsened: How can HR assess team climate with a simple and innovative assessment tool?
  • 51% of your organization’s top talent is likely to quit because of a toxic person: What are top HR strategies to reduce this turnover?
  • 90% of your customers who witness a toxic interchange between two employees tell others: How can HR prevent the erosion of your business?
  • 6% of individuals impacted by a toxic person ever filed a formal complaint: What can HR do to increase this low reporting percentage?


About the speaker:

Fulbright Scholar in Organization Development, Dr. Mitchell Kusy is a professor in the PhD. Program, Graduate School of Leadership & Change, Antioch University. Mitch has consulted and been a keynote speaker with hundreds of organizations nationally and internationally-helping create work cultures of respectful engagement impacting individual, team, and bottom-line performance.

Dr. Kusy has coauthored six books, of which the latest is the just-released, Why I Don’t Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees.

hr best practices, Human Resources Training, interview

Stay Interviews: A Powerful Employee Engagement and Retention Tool


Anyone awaiting the “lifetime employment” situation is living in a time warp. Those days are clearly behind us. Having said this, retaining employees is very crucial for organizations, simply because talented employees, their ultimate resource, are very hard to find.

Organizations spend enormous amounts of energy and time trying to build a talent pool, which, once built, should be retained for the organization’s own good. Retaining talent and cutting on high attrition rates will not only bring down hiring and replacement costs; it also ensures continuity in the team and prevents the organization earning a bad reputation in the market as one that cannot retain talent.

What are the ways by which organizations can build and retain talented employees? These will be the topic of a webinar that TrainHR, a leading provider of professional training for the human resources industry, is organizing on March 11. Melveen Stevenson, CEO and founder of M.S. Elemental, LLC, a human resources and business advisory firm, will be the speaker at this webinar.

Please visit to enroll for this webinar. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).


The essence of this webinar is on the ways by which organizations can make use of he powerful tool for employee retention, stay interviews. What is a stay interview and how is it useful in helping HR retain talented employees? A stay interview is an interview that HR carries out on an employee who has made up her mind to quit. To start the stay interview process, HR has to have credible information about the employee’s intention to quit. And then, it should structure the stay interview in a manner that is quite formal instead of being unstructured and loose.

It is HR’s responsibility to create an environment at the stay interview that will make the candidate feel at ease. Since the leaving employee has nothing to lose, it is quite possible that she will have no hesitation about opening up. HR should take a sympathetic view of the events or other reasons that are responsible for the employee’s decision to leave the organization.

This webinar will explain all the details of how to make a stay interview successful. And then, how is success measured? Is it when the employee has reversed her decision to leave? Is it when HR has elicited information from the leaving employee that could prove vital in building an environment of trust and cordiality that will pave the way for retention of future employees? These are some of the obvious questions about stay interviews.

Melveen will how HR can take a proactive approach that engages both the organization and the employees and put in place a stay interview process that will help the organization retain its best and brightest talent. This session is of huge benefit to those who are concerned with retaining employees, such as Human Resources Professionals at all levels, People Managers and Supervisors at all levels, Talent Management Professionals, Department Managers and Directors of Operations.

Melveen will address the following areas at this webinar:

  • Understanding the components of an effective stay interview strategy
  • Identifying your goals and commitments before engaging in the stay interview process
  • How to set up and prepare for the initial stay interview
  • Review of powerful, insightful questions for the stay interview
  • Best practices for following through with the stay interview.


About the speaker:

A certified HR professional with a background in accounting and finance, Melveen helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She has also worked internationally.


employee performance evaluation, hr best practices, Human Resources Training

Giving and Receiving Feedback

Businesspeople Hands Showing Thumb Up And Thumb Down

TrainHR, a leading provider of professional training for the human resources area, will organize a webinar on the topic, “Giving and Receiving Feedback” on March 11. Career specialist, corporate trainer, and workplace coach, Colleen Clarke will be the speaker at this webinar. Please visit  to participate in this webinar.


Feedback is a vital, yet often mistaken, part of an organization’s wellbeing. It is quite different from criticism or biased opinion. Feedback is very important in helping employees understand their strengths and weaknesses. The art of giving effective feedback lies in how it is given constructively without causing offence.

Feedback goes beyond the usual niceties of “thank you” and “please”. Few other exercises can match feedback that is given by the right person in the right proportion and with purpose and objectivity. Frequent and effective feedback is a great means to increasing productivity and facilitating team harmony. Feedback should be heard rightly and patiently if it has to be enforced. Feedback can go a long way in:

  • Reinforcing existing strengths
  • Keeping goal directed behavior on course
  • Clarifying the effects of behavior
  • Increasing recipients’ abilities to detect and remedy errors on their own.

Positive feedback to employees about their good work can be the supreme motivator for them. It is important to know how to give feedback with dignity and integrity. It should never be given superficially and should always be honest and respectful.

On the other hand, the other component of feedback, namely receiving feedback, is also equally important and takes special skills. Receiving undeserved positive feedback can make this success go to the employee’s head and make her feel unduly important in the organization. On the other hand, negative feedback, when given at a time that positive feedback needs to be given, can have a deleterious effect. It can demotivate the employee, hurt her, make her feel unwanted, and can even hasten her exit from the organization.

Thus, many elements go into both giving and receiving feedback. In this session, the speaker will explore the nature and purpose of giving feedback, and how and when to share it. She will also explain the basics of emotional intelligence and how to apply it when giving or receiving feedback, because taking feedback that we don’t want to hear, in the right spirit requires emotional ability. The right emotional intelligence in the person receiving the feedback can avoid misunderstanding about the feedback.

At this webinar, Colleen will cover the following areas:

  • Examine the importance of feedback in the workplace
  • Get six tips on how to receive feedback and six tips on how to give feedback
  • Learn useful phrases for giving feedback
  • Learn how to give your boss feedback.


About the speaker: Colleen specializes in the areas of career management and transition, communication and networking. For the past 20+ years she has inspired, through her training and counseling, thousands of people in groups and individually to maximize their career and workplace potential.

Over the 10 years she administered and facilitated Canada’s most recognized support group, over 7000 job seekers benefited from the weekly motivational and educational meetings and workshops. Colleen is a qualified MBTI Step 1 & 2, Personality Dimensions, True Colors and EQ-i2.0 facilitator. She is the author of Networking How to Build Relationships That Count and How to Get a Job and Keep It.