WSQ - Improve Hiring Decisions with GenAI Assisted Interview Questioning

Topic 1: Interview Preparation for HR Professionals 

• Understanding the Purpose and Objectives of the Interview
• Legal, Ethical, and Socio-Cultural Considerations in Interviewing
• Designing Effective Interview Structures
• Preparing Appropriate and Targeted Interview Questions
• Utilizing GenAI to Generate Targeted Interview Questions

Topic 2: Types and Styles of Questions for Different Interview Scenarios 

• Behavioral and Competency-Based Questions
• Situational or Scenario-Based Questions
• Technical and Role-Specific Questions
• Addressing Compensation, Benefits, and Expectations
• Leveraging GenAI to Customize Questions for Each Candidate

Topic 3: Effective Questioning and Active Listening Techniques 

• Developing Active Listening Skills in Interviews
• Handling Unexpected or Difficult Answers
• Identifying Follow-Up Questions Based on Candidate Responses
• Using GenAI Tools to Analyze Candidate Responses and Improve Interview Techniques
• Evaluating Interview Outcomes and Making Informed Hiring Decisions

Final Assessement

• Written Assessment (Short Answer Questions)
• Role Play

Promotion Code

Your will get 10% discount voucher for 2nd course onwards if you write us a Google review.

Minimum Entry Requirement

Knowledge and Skills

• Able to operate using computer functions
• Minimum 3 GCE ‘O’ Levels Passes including English or WPL Level 5 (Average of Reading, Listening, Speaking & Writing Scores)

Attitude

• Positive Learning Attitude
• Enthusiastic Learner

Experience

• Minimum of 1 year of working experience.

Target Age Group: 18-65 years old

Minimum Software/Hardware Requirement

Software:

TBD

Hardware: Window or Mac Laptops

Appeal Process

1. The candidate has the right to disagree with the assessment decision made by the assessor.
2. When giving feedback to the candidate, the assessor must check with the candidate if he agrees with the assessment outcome.
3. If the candidate agrees with the assessment outcome, the assessor & the candidate must sign the Assessment Summary Record.
4. If the candidate disagrees with the assessment outcome, he/she should not sign in the Assessment Summary Record.
5. If the candidate intends to appeal the decision, he/she should first discuss the matter with the assessor/assessment manager.
6. If the candidate is still not satisfied with the decision, the candidate must notify the assessor of the decision to appeal. The assessor will reflect the candidate’s intention in the Feedback Section of the Assessment Summary Record.
7. The assessor will notify the assessor manager about the candidate’s intention to lodge an appeal.
8. The candidate must lodge the appeal within 7 days, giving reasons for appeal 
9. The assessor can help the candidate with writing and lodging the appeal.
10. he assessment manager will collect information from the candidate & assessor and give a final decision.
11. A record of the appeal and any subsequent actions and findings will be made.
12. An Assessment Appeal Panel will be formed to review and give a decision.
13. The outcome of the appeal will be made known to the candidate within 2 weeks from the date the appeal was lodged.
14. The decision of the Assessment Appeal Panel is final and no further appeal will be entertained.
15. Please click the link below to fill up the Candidates Appeal Form.

• HR Manager
• Talent Acquisition Specialist
• Recruiter
• Interview Panelist
• Hiring Manager
• People Operations Specialist
• HR Business Partner
• Recruitment Consultant
• Workforce Planning Analyst
• HR Generalist
• Organizational Development Specialist
• Employee Relations Specialist
• Learning and Development Manager
• Diversity and Inclusion Officer
• Compensation and Benefits Specialist
• Talent Development Specialist
• Executive Recruiter
• Onboarding Coordinator
• Performance Management Specialist
• HR Data Analyst

Tan Teck Hwa: Tan Teck Hwa is an experienced HR strategist and organizational development professional with more than 20 years of experience in talent acquisition, competency assessment, and leadership development. Having worked across sectors including education, finance, and technology, he has developed and implemented data-driven hiring frameworks to enhance recruitment effectiveness. Teck Hwa is also an ACLP-certified trainer, recognized for his ability to bridge HR analytics, technology, and behavioral science in workforce development programs.

In this course, Teck Hwa guides learners on how to leverage Generative AI tools to design smarter, more structured, and bias-aware interview processes. His sessions focus on developing AI-assisted questioning strategies, evaluating candidate responses using behavioral models, and improving decision consistency. Participants gain practical insights into integrating AI into recruitment workflows to make objective, fair, and evidence-based hiring decisions.

Teddy Yip Fook Khin: Teddy Yip is a senior educator, consultant, and technologist with over two decades of experience in IT, AI, and digital transformation. He has designed and delivered training programs across corporate, government, and education sectors, helping organizations adopt emerging technologies for process improvement and workforce development. As an ACLP-certified trainer, Teddy is well-known for combining deep technical knowledge with practical business applications, empowering professionals to use AI tools for data-driven decision-making and innovation.

In this course, Teddy focuses on using Generative AI to transform traditional recruitment practices. His sessions demonstrate how AI-assisted systems can generate contextually relevant interview questions, assess candidate fit, and streamline talent evaluation. Learners benefit from his expertise in applying AI ethically and effectively to optimize HR operations while maintaining fairness, transparency, and organizational alignment.

Allen Wong: Allen Wong Zhao Quan is a learning and development consultant and technology trainer with extensive experience in instructional design, digital tools, and corporate capability development. He has led training programs for organizations across Asia, specializing in workforce upskilling and technology adoption. With a background in psychology and communications, Allen combines human behavior insights with data-driven methods to improve learning and assessment outcomes. He is also ACLP-certified and highly regarded for his innovative, learner-centered facilitation style.

In this course, Allen teaches participants how to integrate AI into the recruitment process to enhance interviewer consistency and quality. His sessions focus on the practical use of GenAI tools for generating role-specific interview questions, analyzing candidate communication patterns, and improving hiring objectivity. Learners gain actionable frameworks to design AI-supported interview workflows that balance efficiency, empathy, and human judgment.

Riley Goh: Riley Goh is an ICF-certified leadership coach and corporate trainer with over 15 years of experience in professional development, talent management, and organizational behavior. His expertise lies in helping professionals build communication excellence, emotional intelligence, and decision-making skills. Riley has worked with multinational corporations to enhance leadership effectiveness and hiring accuracy through behavioral interviewing and psychological assessment. His strong grounding in coaching and HR analytics positions him at the forefront of people-centered innovation.

In this course, Riley explores how Generative AI can enhance interviewer performance and candidate experience. His sessions emphasize using AI-assisted systems to identify behavioral indicators, craft personalized interview questions, and reduce unconscious bias in evaluations. Learners benefit from his deep understanding of human dynamics and gain strategies to align AI capabilities with human intuition for more effective, ethical, and inclusive hiring outcomes.

Ray Teoh Tham Kim: Ray Teoh is a seasoned human resource and organizational development professional with more than two decades of experience in talent acquisition, leadership development, and performance management. Having served in senior HR and consulting roles across multinational corporations and training institutions, he has designed and implemented innovative recruitment frameworks and competency-based assessment systems. Ray is passionate about integrating technology and analytics into HR practices to enhance talent strategies and organizational effectiveness. His extensive experience across sectors gives him a deep understanding of how data-driven decision-making and emerging AI tools can revolutionize workforce development.

In Improve Hiring Decisions with GenAI Assisted Interview Questioning, Ray empowers HR professionals and business leaders to leverage generative AI for smarter and fairer recruitment. He guides participants through AI-assisted question generation, candidate profiling, and bias mitigation techniques to enhance interview quality and predictive hiring outcomes. His sessions blend practical AI applications with strategic HR insights, helping organizations adopt responsible AI solutions that improve decision-making, reduce inefficiencies, and elevate the overall talent acquisition process.