Peterborough: 10.28.2020 *VIRTUAL* You Don't have an Employee Engagement Issue; You have a Selection Issue

Date and Time

Starts:10/28/2020 6:15 PM

Ends:10/28/2020 8:00 PM

Event Type: Webcast

1.5 Hour(s)





Additional Information

Event Sponsor

Peterborough: 10.28.2020 *Virtual Meeting * You Don't have an Employee Engagement Issue; 

You have a Selection Issue

It is time to hire for fit to the culture and move beyond hiring for skills, knowledge, education and experience.

Too frequently hiring managers are quick to blame the recruiter on their inability to find the perfect candidate; yet, they will take full credit for the hire who is successful. The issue is rooted in the lack of communication between what the hiring manager wants and what they need. With most, all recent CEO surveys highlighting the concern leaders have for finding the right people for future leadership, successful hiring has become imperative. While we know that the most accurate, but not perfect, means of selection is via structured behavioural interviews. So, why do so many managers who are using behavioural interviewing still bemoan the results? Because they focus on the skills and knowledge to do the job, not the behaviours necessary to be successful in the company. Too many hiring decision foci on what the individual can do and not on what they will do.

This session will provide you answers on how to ensure you are successfully executing a structured behavioural interview. The outcome: making hiring decisions based on the candidate's alignment with the company values. This structured process gives the hiring managers the tools they need to make the correct decisions of whom to hire and whom to pass over. This means of selection provides a common foundation for ensuring the people employed will thrive in your employee experience, have high levels of engagement, and have a longer more positive impact on the success of the company.
Another outcome is putting the responsibility for the selection, both the successful and less-successful hires, on the hiring manager.; stopping the recruiter from being blamed for bad hires.

Workplace Impact:

Make an appreciable improvement on the hiring process, which in turn will have a long-term positive effect on the company's ability to execute its business strategy while reinforcing the desired culture. In short, this session will focus on how to improve your quality of hire.

Learning Outcomes

• How to get the hiring manager and the recruiter focused on the keys for success
• The six steps to writing actual behavioural questions
• How to use a panel interview more effectively
• How to identify the behaviours of the value to hire for fit to your company culture
• Be able to apply a scoring process to the candidate's fact-based answers


6:15 pm: Welcome and Introductions

6:30 pm: Speaker Presentations

8:00 pm: Q & A 


During registration, please consider the donation option. Donated funds collected through this event registration will be equally divided between Indspire and Black Youth Helpline, preferred charities identified by HRPA members in a recent survey.

Speaker bio(s)
David Cohen, Principle Consultant / Owner

Dr. Cohen's background spans both the fields of corporate consulting and education. He has consulted with a diverse group of industries in Canada, the United States, the Caribbean, the United Kingdom, Western Europe, Eastern Europe, South America and Southeast Asia. Dr. Cohen is considered a thought leader in the design of integrated human resources processes consistent with the corporate vision, values, behaviours and business plan of each client. In addition, he has focused on assisting corporations through the development and delivery of leadership and management development programs specific to their culture and strategic business plan.

Dr. Cohen founded Strategic Action Group Ltd. in 1991. Prior to creating Strategic Action Group, Ltd. he was a consultant with a number of other Toronto based consulting firms in the area of organizational and leadership development.

Dr. Cohen holds a doctorate in Education from Boston University, focused on adolescent behaviour and humanistic development. As part of his post-graduate study, he completed independent doctoral studies at the Harvard School of Education.