Lie to me! Conduct diversity-friendly job interviews

When people who don’t know each other meet for the first time, many unconscious processes take place in our brains that determine whether we like or dislike someone. What is completely normal for us in everyday life is out of place in recruiting and, in the worst case, can prevent the “right candidatefrom being hired for the right position. Anyone who doesn’t want to rely solely on gut feelings when deciding for or against a candidate—and instead wants to make a decision as objectively as possible in the best interests of the company—can training in this training how to conduct job interviews free of biases and unconscious patterns of perception. In the process, participants will learn a great deal about their own subjective perceptual filters as well as how others perceive them.

Job interviews are intended to help applicants the best employees for a company employees a large number of applicants . Yet all too often, the search for the best staffing solution fails due to errors in judgment and misjudgments, personal sensitivities, subjective expectations, and simply interpersonal dynamics. Anyone who wants applicants the most applicants of interviews with new applicants first needs a high degree of self-reflection. After all, only those who can assess their own behavior from an outside perspective as neutrally as possible are capable of conducting an objective job interview. attendees seminar “Lie to Me! Conducting Diversity-Sensitive Job Interviews” learn to interpret nonverbal cues objectively and develop the necessary skills for handling job interview situations. They also learn what recruiters should definitely pay attention to.