Why Interviewing Skills Training ?


Behaviour Interviewing skill is a very reliable and valid candidate selection technique based on the work of Tom Janz, of the University of Calgary. While we all may say that past behaviour is the best indicator of future behaviour, we don’t act as if we believe this when we are interviewing candidates—often because we aren’t certain how to ask questions that will tell us about past performance.This 2 day workshop concentrates on the pre interview preparation, developing questions and their value, the interview techniques that get specific, behaviour-based examples of past performance, and the strategies that follow through on this process.In addition, this workshop focuses on taking the behavioural interview one step further with a twelve-step process to hiring top performers

   What participants will learn in Interviewing Skills Training ?


-> At the conclusion of this program, participants will be expected to:
-> Have a process for creating competency requirements for any given position
-> Understand why behavioural interviews are two to five times more accurate than traditional interviews
-> Identify and apply the principles of behaviour interviews, and performance-based selection methods.
-> Recognize the pattern of behavioural questions and use this pattern to design job-specific, behavioural, performance- based questions.
-> Enhance professional interviewing skills with effective communication strategies and behavioural interviews techniques
-> Role play and practice using behavioural interviewing skills*
-> Develop a defensible scoring and evaluation process
-> Complete the process through testing and reference checking.

What participants will learn in Interviewing Skills Training ?


-> Pre assignment discussion
-> The Importance of Hiring the Right People
-> Why Behavioural Interviewing?
-> Before the Interview
-> Forming the Interview Questions
-> Consistent Resume Screening
-> Developing an Interview Format
-> Ethical and legal issues
-> Interviewing Techniques
-> Interviewer Errors to Watch Out for
-> Rating Interviews
-> Reference Checks
-> Conduct Practice Interviews

INVESTMENT :- Rs 3000.




It is a practice interview designed to simulate a real job interview as closely as possible.  Mock interviews are one of the best ways to improve interview skills and prepare for an interview.  The practice gained in a mock interview is invaluable.

Mock interviews can be completed in person, by phone or by video conference.  All three methods work well.  The key to success in a mock interview is recreating the interview experience as much as possible.

One benefit of a mock interview that is often overlooked is the confidence gained after completing a mock interview.  Most job seekers are at least a little intimidated by the interview experience, and some are absolutely terrified when interviewing.  This fear can dramatically hurt a job seeker’s interview performance.  By completing a mock interview, the job seeker will be more comfortable in the real interview.  Like anything, the more you practice, the more confident you will be.

Mock interviews, will be like a real interviews, can take a wide range of forms. It can be traditional interviews, behavioral interviews or other types. Our interviewer can be friendly and make it easy for the job seeker, or the interviewer can be tough and challenging.  No matter the type of interview or the style, practice will help.

Mock interviews provide candidates with an opportunity to test out their interview skills with someone who isn’t evaluating them for an actual job. A mock interview may be offered through career services for students or recent alumni, by a career coach or through a local workforce services office for candidates in the process of transitioning to a new opportunity.

Here are some of the benefits of a mock interview:

1. They help you reduce stress and anxiety about interviewing.

If you’re not sure how to answer typical interview questions, mock interviews provide a great opportunity for you to “test drive” your answers. The person conducting the mock interview is most likely a skilled interviewer and can give you feedback on whether or not your response is suitable.

2. They help you boost your confidence.

Job coaches who conduct mock interviews are usually ready to point out your strengths in the interview process. By having confidence in your skills, you will perform better in an actual interview.

3. They provide you with constructive feedback in a low-stress environment.

No one is the perfect candidate, so mock interviews help you clarify responses to certain questions and help you work on areas where you may have weaknesses. In a real interview, there’s often not feedback about your interviewing abilities, so a mock interview is a perfect opportunity to find out why you may be having some difficulty in landing your dream job.

4. They can help you prepare for behavioral-based interview questions.

Many companies use “BI” questions. If you’re not familiar with this type of interviewing, it may be advantageous to give it a practice run in a mock interview.

The expression that practice makes perfect may very well be true with interviewing skills. Take advantage of mock interviewing opportunities even if you think you’re skills are at a very high level. There are things that we can all improve upon when it comes to making a great impression on a prospective employer.

INVESTMENT :- Rs 2000.




Psychometric tests are often used as part of the recruitment process and are a way for employers to assess your intelligence, skills and personality. Recruiters use the results from these tests to determine whether you would be a suitable match for the company to which you are applying.

The tests are structured to accurately evaluate your capacity to work with others, process information and cope with the stresses of the job.

 There are three main areas that the tests explore: your capabilitiesaptitude for the job, and to determine whether your personality fits in with the vision of the organisation you are hoping to join. Essentially, the tests are looking to evaluate your intelligence, aptitude and personality, as well as how you handle pressure and your working style.

What are the Different Types of Psychometric Test?

As explained further below, there are essentially three categories: aptitude tests, skills tests and personality tests. Let’s examine each in turn.

1. Aptitude Tests

Aptitude tests aim to assess a specific or general set of skills, though this often depends on the type of job that you are applying for. Categories found within this group include:

Numerical reasoning test. Used to identify how you interpret data, often via a combination of written and statistical information presented in reports, graphs or charts. This can also be used to assess basic mathematical abilities. Try a free sample test below.

Verbal reasoning test. Used as a way to determine your ability to evaluate detailed written information so as to make an informed decision. Try a free sample test below.

Inductive reasoning test. These require you to identify trends or patterns, typically using diagrammatic information. Try a free sample test below.

Diagrammatic reasoning test. These assess your capacity for logical reasoning, using flowcharts and diagrams. Try a free sample test below.

Logical reasoning test. Aims to evaluate your skills in reaching a conclusion. You may be provided with some information and then asked to make a decision on what you have been provided with. As such, these tests are also often known as deductive reasoning tests.

Error checking test. Assesses your ability to quickly identify any errors in complex data sets such as codes, or combinations of alpha-numeric characters.

The type of test that you will have to undertake will be determined by the job type and sector. For example, inductive or logical reasoning assessments are used to evaluate candidates applying for jobs in science, IT or other roles where advanced technical skills may be needed. These tests usually comprise of multiple-choice questions and a specified time frame in which to complete them. Inductive testing can result in the identification of new solutions and strategies to solve the issue, which is why these types of tests are used in many firms who specialise in technological innovation.

2. Skills Tests

Skills tests represent a way for employers to evaluate how quickly you can learn a new skill to competently carry out the job you are applying for. Depending on the job you are hoping to secure, the aptitude test may include something such as designing a basic web page (if you are applying to be a designer) or a financial modelling task (if you are applying for a quantitative role in finance).

Both capability and skills tests are assessed through paper-based exercises consisting of multiple-choice questions completed under exam conditions. Increasingly, psychometric tests are completed online using specialist systems that removes the requirement for a paper-based test.

3. Personality Tests

Personality assessments enable employers to evaluate your suitability based on your behaviour and the way in which you approach your work. This will be used to determine how well you will fit into the organisation and the culture of the business. Your responses will often be cross-referenced with those of a top-performing employee or successful manager, which will be an indication as to whether you share the same characteristics.

Employers look at many factors during the recruitment process, from your knowledge and experience through to your aptitude in areas such as decision making and teamwork. Increasingly, we will use personality tests as a way to determine if you have the right attitude and personality to fit in with the company’s culture and vision.

INVESTMENT :- Rs 3000.




Your career development is a lifelong process that, whether you know it or not, actually started when you were born! There are a number of factors that influence your career development, including your interests, abilities, values, personality, background, and circumstances. Career Counseling is a process that will help you to know and understand yourself and the world of work in order to make career, educational, and life decisions.

Since career development is a lifelong process, Career Counseling can be appropriate for anyone, including freshmen, sophomores, juniors, seniors, and even alumni. The earlier you get started making intentional decisions about your future, however, the better prepared you will be! We recommend that all freshmen come in and visit with a Career Counselor.

Career development is more than just deciding on a major and what job you want to get when you graduate. It really is a lifelong process, meaning that throughout your life you will change, situations will change, and you will continually have to make career and life decisions. The goal of Career Counseling is to not only help you make the decisions you need to make now, but to give you the knowledge and skills you need to make future career and life decisions.

The Career Center staff member assisting you holds a masters degree and has expertise in career development theory, counseling techniques, administration and interpretation of assessments, and career information resources.



1.  Help you figure out who you are and what you want out of your education, your career, and your life.

2. Be someone for you to talk to about your thoughts, ideas, feelings, and concerns about your career and educational choices, who will             help you sort out, organize, and make sense of your thoughts and feelings.

3. Help you identify the factors influencing your career development, and help you assess your interests, abilities, and values.

4. Help you locate resources and sources of career information.

5. Help you to determine next steps and develop a plan to achieve your goals.

INVESTMENT :- Rs 2000.




It highly effective in bringing about lasting, significant and positive change. Our Performance coaching is focused on defining agreed performance goals, understanding the factors which impact on performance, implementing strategies which address performance gaps, and maintaining motivation to achieve goals

Our coaching programs are not set – the structure and content of each client’s coaching is determined within the context of their personal and organisational goals and challenges. At the start of the program broad coaching goals are established, and each session is tailored to facilitate the client making the changes needed to achieve those goals. Coaching which occurs within an organisational context may involve the relevant manager in setting and monitoring goals to ensure the program is both personally meaningful and organisationally relevant.

Regardless of the issue, our professional coaching process helps clients learn how to establish tangible goals, make workable plans, overcome obstacles, solve problems, stay on track, sustain motivation and develop resilience. These skills can then be applied in addressing future challenges. If we just tell you what to do, it may not be the right advice for you, and it may not help you respond to other challenges down the  track.\

INVESTMENT :- Rs 5000.