Who should attend
Managers, superintendents, supervisors and officers in the functions of Human Resources and/or recruitment whose job requires recruiting and selecting employees. The program is also very useful for all those outside Human Resources whose job requires conducting frequent and/or important selection interviews.
About the course
This course recruitment and selection course provides delegates with the skills, knowledge and confidence to recruit and select the right team member for the job.
We recommend that the recruitment and selection training program is supported with the current recruitment and selection documentation and process to ensure that the training embeds best practice across the organization.
For the interview skills practice sessions, our experience shows participants acquire a deeper level of learning when practicing their interviewing skills with either internal candidates not attending the program and unfamiliar to the participants e.g. casual staff or external candidates to the organization. It provides them with more of a ‘real life’ experience.
By the end of the program, participants will be able to:
- Define recruitment, list its main steps and learn the best methods/sources for attracting qualified candidates.
- Practice the various techniques used for short listing and assessing candidates and the reliability and validity of each.
- Discover the main types of selection interviews and when and how to use each.
- Prepare and conduct a probing interview for any vacancy/level in the organization.
- Use the data collected from various assessment stages for selection purposes.
The Essential Skills in Recruitment and Selection Process
- Introductions, program objectives and ways of working
- The key elements, person specification and the examination of various competency frameworks
- Five distinct types of interviewing techniques
- The successful approach to conducting an effective interview
- Review of day one and links to day two
Interviewing in action, exploring the consequences and outcome(s)
- Developing rules of evidence for accurate candidate assessment and decision making
- Coding example 1; addressing the rules and methodologies of coding and the implications
- The Interview processes, developing the necessary skills and knowledge to train others
- Targeting the evidence, using leading edge approaches
- Review of day two and links to day three
Using psychological test analysis in the Recruitment, Selection and staff Retention processes
- Coding example 2 and syndicate exercise
- Examining the results including standardization techniques and drawing conclusions - syndicate exercise
- Review of the key psychometric tests available in the selection and recruitment process
- Analyze and explore in detail the MBTI Personality Questionnaire, used in career planning and retention of staff
- The increasing use of Emotional Intelligence in the Recruitment process - Daniel Goldman’s model
- Additional insights into personality profiling including leading edge approaches
- Consider the requirements of administration and guidelines for the use of psychometric testing
- Review of day three and links to day four
Creating a development track, dealing with the results, drawing conclusions, and feedback
- Application of psychometric tests including use of a type indicator (MBTI) and placing feedback into context
- Best fit Analysis and Demonstration
- The four personality scales, where they fit - use in the work environment and every day life
- Recruitment and selection results and employing them as a development tool.
- Checking and monitoring - carrying out research and analysis to monitor effectiveness of recruitment and selection decisions
- Review of day four and links to day five
Designing the Effective Recruitment and Selection Assessment Centre including Deployment
- The latest techniques and approaches to advertising for vacancies - syndicate exercise
- How to create a short list, avoiding bias and ineffective use of key resources
- Examination of an assessment center approach - the training issues for the assessors
- Decision making processes regarding the tools and techniques to use in the assessment and considering the potential consequences
- Assembling the necessary resources in order to run a successful recruitment or selection campaign
- End of program review, presentation of certificates and CPE points
A variety of methodologies will be used during the course that includes:
- (30%) Based on Case Studies
- (30%) Techniques
- (30%) Role Play
- (10%) Concepts
- Pre-test and Post-test
- Variety of Learning Methods
- Case Studies and Self Questionaires
- Group Work
Videos and materials
Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.
We are happy to help you find a suitable online alternative.