PROGRAM

INTERVIEWING AND TALENT
SELECTION SKILLS

“Recruitment is not guesswork, it’s a science that can be learned.”

Starting date

Schedule

chủ nhật

Study Time

08:30 - 16:00

Standard Fee

2.000.000 VND

Preferential Fee

1.700.000 VND

In the modern business landscape, recruitment is no longer merely an administrative task belonging exclusively to the HR department, but a strategic challenge that determines the growth of each department and the entire organization. However, both Department Managers and Recruiters are currently facing 3 major "blind spots":

The "interview actor" trap: In many cases, Managers enthusiastically hire an articulate "good actor" during the interview instead of an actually "suitable employee." The consequence is that only after a 3 to 6-month probation period do they discover the candidate's actual capabilities do not meet expectations.
The pressure to hire "to fill headcount" rather than hiring "the right fit": Due to heavy workloads and time pressure, Department Managers often tend to "settle for" candidates who merely come close to the requirements. This compromise comes with the hope of compensating through training later, but in reality, it wastes time and reduces team performance.
Lack of tools and misalignment in assessment: Decisions on talent selection are largely still based on "emotions" and "subjective impressions." The lack of a scientific, unified assessment framework leads to inconsistent evaluations of the same candidate.

Hiring the wrong person is a liability; hiring the right person is an asset. Upgrade your interviewing capabilities today to turn every hiring decision into a profitable investment for your organization.

Comprehensive Program Solutions

The "INTERVIEWING AND TALENT SELECTION SKILLS" program is designed and delivered by PACE to standardize mindsets and skills, helping managers and recruitment departments transition from interviewing as an "art of guessing" to a "masterable science." Upon completing the program, participants will:

Eliminate interview "blind spots" and avoid mistakenly hiring "interview actors" by understanding the actual behaviors of candidates through the application of the Behavioral Based Interviewing method.
Make fast and accurate hiring decisions. Know how to apply standardized processes and tools to facilitate objective assessments, avoiding reliance on personal feelings and the pressure to hire "to fill headcount" rather than hiring "the right fit."
Conduct comprehensive and scientific assessments. Master a framework to evaluate candidates comprehensively - from professional expertise and soft skills to cultural fit - and know how to apply AI to enhance assessment quality.

Program Participants

Department/Division Managers

Department managers who directly propose hiring needs, participate in professional interviews, and hold the ultimate responsibility for the performance of new hires within their teams.

Recruitment Professionals

HRs/Recruiters and managers who want to master standardized assessment tools, synchronize talent selection criteria with other departments, and apply technology to the recruitment process.

Leaders/Managers at all levels

Individuals with a vision for team development who desire to build a high-quality human resources apparatus for the company's long-term goals and strategies.

BROCHURE

What Learners Gain from the Program

Precise Evaluation
Efficient Recruitment
Robust Organization

Understand digital-era recruitment strategies, how to approach the younger generation, and the application of technology in interviews

Synchronize the assessment framework by applying Competency-Based Interviewing (CBI) and the STAR technique combined with AI to extract actual behaviors, completely eliminating subjective biases

Choose the right people from the very beginning by knowing how to build a question bank based on core competencies to find candidates who are an excellent fit in terms of professional expertise, soft skills, and corporate culture - saying no to "settling" or hiring just to "fill headcount."

Section	Content
Part 1 Recruitment & Effective Interview Question Design	The strategic role of recruitment in modern organizational development; Structuring professional interviews: Principles for building questions based on core competencies; STAR & CBI techniques: Assessing true behaviors instead of theoretical answers; Applying AI to generate interview questions.
Part 2 Mastering Interview Skills	Professional communication skills: Active listening, effective note-taking, and knowing what to ask - and what not to ask; Managing interview psychology: Controlling emotions and minimize bias for objective evaluation; AI-powered assessment: Leveraging AI to simulate interviews, optimize hiring decisions, and avoid common recruitment mistakes.