eLearning Library (26 Courses)

Our interactive eLearning courses are designed to meet the growing training needs of your organization and your employees. Whether you have 100 or 100,000 employees, we have a learning solution for you. eLearning courses are licensed separately from the TAG® library.

Course pricing is based on the total number of learners for the chosen license period (1-3 years). There are volume as well as multi-year discounts available. TAG® licensees receive a discount on any eLearning course licensed. Please call us (800-300-8880) or email is (clientservices@sollah.com) for more information.

 
Course Families Include:

Classics 102 courses

TrainingBriefs® 289 courses

LearningBytes® 133 courses

Advantage 29 courses

Advantage Plus 6 courses

Safety Classics 105 courses

SafetyBytes® 221 courses

Results for Topic: Interviewing

  • New Micro-Learning! This course lays out an interviewing strategy best used when you want to clarify or expand something a candidate says or implies by his or her body language. This strategy involves asking follow-up questions based on verbal and non-verbal clues and often requires you to share an observation first.

    #1 ID:2324
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Hiring & Recruiting Course Level: Foundational Seat Time: 5 Minutes
  • New Micro-Learning! When it comes to interviewing, clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. The Probing for Current Work Examples strategy is best used when a candidate provides an answer involving an event, which took place many years ago. Because the candidate’s skills may have changed significantly since that time, it makes sense to ask for a more current example.

    #2 ID:2329
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Hiring & Recruiting Course Level: Foundational Seat Time: 5 Minutes
  • New Micro-Learning! Clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. Then, you have to ask job-related probes to get the whole picture of the candidate’s skills. In this course, you'll explore the topic of seeking contrary evidence.

    #3 ID:2327
    Topic: Interviewing Learning Paths: Leadership, Personal Performance Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Hiring & Recruiting Course Level: Foundational Seat Time: 5 Minutes
  • New Micro-Learning! A behavior-based interview uses a structured interview that organizes questions under job skills, or competencies. Clear, pre-planned questions help the candidate know how to answer. But often a candidate’s initial answer isn’t enough. In this course, we'll explore the topic of returning to the target of the question.

    #4 ID:2320
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Leadership, Hiring & Recruiting Course Level: Foundational Seat Time: 6 Minutes
  • New Micro-Learning! Effective behavior-based interviewing is all about creating a process. Probing questions are the ones to ask when you need more specific information or more focused information. Always keep in mind that your probing questions need to be directly related to the technical and performance skills you previously identified in the interview.

    #5 ID:2269
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Interviewing, Hiring & Recruiting Course Level: Intermediate Seat Time: 5 Minutes
  • New Micro-Learning! In order to properly evaluate a candidate for an open position, it is important that you maintain control of the job interview. Establishing and maintaining control requires, in addition to good questioning techniques, effective listening skills to know when to redirect the conversation. This is an important component of behavior-based interviewing.

    #6 ID:2274
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Hiring & Recruiting Course Level: Intermediate Seat Time: 5 Minutes
  • New Micro-Learning! Past behavior is the best indicator of future performance! This means asking focused questions that prompt the candidate to talk about past job experiences in very specific detail. Asking the right questions is your single best way to get the right kinds of information during the interview—the kinds of information that will lead you to the best hiring decision.

    #7 ID:2270
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Hiring & Recruiting Course Level: Intermediate Seat Time: 6 Minutes
  • New Micro-Learning! Hiring the right person the first time takes more than a gut feeling. It takes planning and preparation. The result? You will be able to interview and evaluate candidates in such a way that you get the information you need to identify the right person for the job.

    #8 ID:2266
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Interviewing, Hiring & Recruiting Course Level: Foundational Seat Time: 5 Minutes
  • New Micro-Learning! In a behavior-based interview this is achieved by using a structured interview that organizes questions under job skills, or competencies. The clarifying actions and outcomes strategy should be used when a candidate provides an answer that involves team effort or uses the word “we.” Asking for clarification on specific actions that the candidate had taken and the outcomes or results of those actions is important for getting the whole picture.

    #9 ID:2273
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Leadership, Hiring & Recruiting Course Level: Foundational Seat Time: 6 Minutes
  • New Micro-Learning! What many successful interviewers have found is that the way in which a person handled a specific situation in the past gives you valid information about how that person will approach a similar situation in the future. This is the foundation for behavior-based interviewing. Once you understand this concept, you can plan to ask the kinds of questions that will give you the information you need to make good hiring decisions.

    #10 ID:2268
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management Course Level: Intermediate Seat Time: 6 Minutes
  • New Micro-Learning! When an interviewer begins to get a one-sided impression during a job interview, they tend to ask questions that will further confirm that impression. The reverse is also true. When an interviewer thinks a candidate has all the wrong skills or behaviors, they tend to ask questions that confirm the impression. To prevent these common interview issues, the interviewer needs to ask for contrary evidence.

    #11 ID:2239
    Topic: Hiring & Recruiting Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Leadership, Professionalism Course Level: Intermediate Seat Time: 5 Minutes
  • Part of your job as a manager or supervisor is to create and lead a successful team. Being able to select the right person for the job impacts your team, your organization, and you! As a manager, taking a look at a person’s capabilities, commitment, and chemistry will help you select the right person for the right job, for the right reasons. This course gives you the tools to quickly understand the best (and legal) steps to successful interviews.

    #12 ID:1370
    Topic: Interviewing Learning Path: Leadership Type: eLearning - LearningBytes® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Communication, Interpersonal Skills, Leadership, Hiring & Recruiting Course Level: Intermediate Seat Time: 15 Minutes
  • Effective interviewing skill is an important asset for a manager. By the end of this course, you will be able to identify five probing strategies used in behavior-based interviewing and how to probe for current work examples.

    #13 ID:1489
    Topic: Interviewing Learning Path: Leadership Type: eLearning - LearningBytes® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Communication, Interpersonal Skills, Leadership, Management, Hiring & Recruiting Course Level: Intermediate Seat Time: 12 Minutes
  • An accident is any unplanned event that results in personal injury, property damage, or both. In this SafetyBytes® lesson, we’ll discuss the techniques you should use when interviewing individuals during the course of an accident investigation.

    #14 ID:1691
    Topic: Accident Reporting & Investigation Learning Path: Workplace Safety Type: eLearning - SafetyBytes® Suggested Industry Usage: Industrial & Manufacturing, Office & General Other Topics: Workplace Safety & Awareness, Safety Orientation Course Level: Foundational Seat Time: 5 Minutes
  • Hiring employees can be an expensive and lengthy process. Managers are often in a hurry to fill vacant positions in order to maintain the productivity of their departments. They are usually so focused on getting the position filled, they may not realize they have asked an inappropriate interviewing question. Keeping interviewers up to date on legal interviewing practices is invaluable to your organization. Court costs and legal fees as well as time off the job can cost your organization both money and bad publicity.

    #15 ID:2252
    Topic: Interviewing Learning Paths: Ethics & Compliance, Leadership Type: eLearning - Classics Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Compliance, Management Course Level: Intermediate Seat Time: 40 Minutes
  • New Micro-Learning! So you think you know how to properly prepare for and conduct your interview but what do you do next? Once you have concluded all your interviews, the next step is to evaluate the interviews to determine who among all the candidates is the best fit for the job.

    #16 ID:2364
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Professionalism Course Level: Foundational Seat Time: 5 Minutes
  • New Micro-Learning! Selecting the right person requires a structured interview process that evaluates for three dimensions: 
capability, commitment & chemistry. An effective three-dimensional interview starts with preparation. The bottom line is this; a consistent, structured interview process is the single most important factor in conducting an effective interview.

    #17 ID:2368
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Management, Hiring & Recruiting Course Level: Foundational Seat Time: 8 Minutes
  • New Micro-Learning! Asking inappropriate or illegal questions is probably one of the areas that get people into trouble more often than anything else. That's because the courts and EEOC guidelines have made it clear that you can't ask questions that discriminate against protected groups, don't predict successful job performance, or not job related.

    #18 ID:2367
    Topic: Interviewing Learning Path: Leadership Type: eLearning - TrainingBriefs® Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Compliance, Hiring & Recruiting Course Level: Foundational Seat Time: 6 Minutes
  • This course was created for people who are already familiar with basic behavior-based interviewing. It is an advanced workshop-format designed to significantly improve probing skills. Developed in collaboration with Dr. Paul Green, a leading industrial psychologist and behavioral-based interviewing expert, this course enables participants to identify their personal probing style and then practice five effective probing strategies.

    #19 ID:1649
    Topic: Interviewing Learning Path: Leadership Type: eLearning - Classics Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality Other Topics: Leadership, Professionalism, Hiring & Recruiting Course Level: Advanced Seat Time: 30 Minutes
  • Based on Best-Selling More Than a Gut Feeling IV! Let’s be honest… a lot of hiring gets done based on nothing other than a gut feeling. Assumptions... Intuition... And a lot of employee turnover results because that gut feeling, that assumption, that intuition just wasn’t very accurate. If you’re like most managers, one of your greatest fears is that you’ll hire the wrong person. You want to hire the person who, ultimately, will be the most successful in the job. You know that your operation will function more smoothly and will be more productive if the right person is in the right job.

    #20 ID:2227
    Topic: Hiring & Recruiting Learning Paths: Leadership, Personal Performance Type: eLearning - Advantage Suggested Industry Usage: Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government Other Topics: Interpersonal Skills, Management, Leading, Interviewing Course Level: Intermediate Seat Time: 50 Minutes