The Reid Technique®
Hiring the Best--Interviewing for Integrity

Up to 40% of police and fire candidates have engaged in past misconduct that, if known, would disqualify them from consideration for employment. This information often cannot be detected with traditional background investigations and screening procedures.

Hiring the Best is designed for any police officer who has the responsibility for hiring, promoting, selection of special assignments, or lateral transfers of personnel.

This new CD-ROM training program provides proven interviewing techniques and strategies that will make the job of selecting new employees easier, more efficient and less costly.

The program contains:
* One hour of videotaped illustrations of interviewing techniques
* Over 60 pages of written material (printable from the CD-ROM ) that detail the techniques and strategies that are taught in the program
* Guidelines on how to verify the accuracy of information on the job application
* A list of questions that all applicants should be asked
* Tips on how to recognize when an applicant is withholding information or not telling you the truth
* A sample introduction statement to the applicant that will facilitate truthful answers
* A series of techniques to employ to develop the real reasons why the applicant left their last job
* A practice session
* Much, much more. Even in this tight labor market, the courts expect an employer to exercise a reasonable standard of care in the selection of new employees. This program is guaranteed to help your organization select better employees.

The program is broken down into four primary segments:
Introduction: Overview of Pre-Employment Screening

Part One: Developing an Interview Strategy
* In this section we discuss traditional screening measures; the proper interview room setting; the most effective way to take notes; the best way to start the interview and the introductory statement that should be used to create an environment conducive to getting truthful responses from the applicant; and, developing a list of direct questions.

Part Two: Evaluating the Applicants Behavior
* In this segment of the program we discuss and illustrate how to recognize from the applicant’s verbal and nonverbal behavior when they may be withholding relevant information; direct v. evasive answers; on time v. delayed responses; direct eye contact v. breaks in eye contact; and, spontaneous v. guarded delivery.

Part Three: Asking Follow-up Questions
* In this segment we discuss how to develop and use probing questions; assumptive questions; corroborative questions; and how to develop information when the applicant says they left a job for any of the following reasons – "I quit"; "Because of the low salary" (or "poor benefits" or "no advancement"); "For a higher paying position"; "I was laid off"; and, "It was a temporary (seasonal) position." The segment closes with a practice session.

Part Four: The Entire Interview
* In part four you will see the entire interview of the applicant illustrated in the practice session, and you will be able to compare your answers and suggested follow-up questions with the ones actually asked in the interview. You will see all of the above lessons "come together".

Cost is $50.00


Find out more information about live seminars at http://www.reid.com.