Behavior-based interviewing helps you hire people with both the right skills and the right fit. A poor fit never reaches full performance or engagement and tends to leave, and traditional interviewing predicts future success only about 10% of the time. Recruiting a replacement typically costs 50% to 100% of the person's annual salary.
New hires judge their decision from day one, and 70% decide whether to stay or leave within six months. This 60-minute webinar shows how to define job requirements and critical skills, align them with your culture, and assess what candidates actually did rather than what they say they would do.
You'll also learn where evaluation errors come from and how to build a planned hiring process from start to finish.
The right hire depends on matching talent (skills and abilities) with fit (personal, cultural and social). Behavioral interviewing gives companies practical tools to improve their new-hire process and build stronger teams.
This session suits leaders, managers, supervisors, HR professionals and organizational development professionals involved in selecting employees.
The right hire depends on matching talent (skills and abilities) with fit (personal, cultural and social). Behavioral interviewing gives companies practical tools to improve their new-hire process and build stronger teams.
This session suits leaders, managers, supervisors, HR professionals and organizational development professionals involved in selecting employees.
Bob Verchota
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
Project Management For Administrative Professionals
Elevate Your Workplace Wellness: 10 Critical Wellness Facto…
Managing Complex Projects - Project Management
Onboarding is NOT Orientation - How to Improve the New Empl…
Utilizing HR Metrics to Illustrate & Improve Human Resource…
Negotiating Skills For Professional Results - Winning Strat…
NEW Nacha Rule - Third-Party Sender (TPS) Roles and Respons…
FDA Technology Modernization Action Plan (TMAP) and Impact …
Paying and Receiving Payments for Referrals: You Can Go to …
Construction Lending And Real Credit Administration: Evalua…
Human Factors Usability Studies Following ISO 62366 and FDA…
Validation Statistics for Non-Statisticians
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Excel Power Skills: Master Functions, Formulas, and Macros …
Batch Record Review and Product Release
Discover how Emotional Intelligence turns AI from a technic…
Female to Female Hostility @Workplace: All you Need to Know
Copilot and HR: An Introduction for HR Professionals
ChatGPT for HR - Build HR Policy Framework and Strategy
Excel Spreadsheets; Develop and Validate for 21 CFR Part 11…
Major cGMP Issues: FDA Concerns in 2026
Language is Code - Intro to AI - Generative AI - ChatGPT an…
The Perfect Storm Coming to Healthcare: Value Based Care Me…
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Emotional Intelligence: Mastering the Emotions of Great Lea…