Managing and Improving Performance Training Course
Investing in Recruitment and Selection Training Course
Duration: 2 Days
Introduction
Recruiting the right people is essential to the successful development of
teams and the organisation. However, the process is costly both in terms of
time and resources and it is therefore critical that the right candidate is
appointed first time.
This practical two day Recruitment & Selection course will provide individuals
with guidance in the skills and techniques essential to planning and conducting
successful selection interviews
Course Aim
This course is designed to provide practical guidelines and skills development
in the preparation and behavioural techniques to achieve successful and strategically
beneficial outcomes from selection interviews.
Learning Objectives
By the end of this course, you will have the ability to:
- Specify the requirements of the vacancy and maintain focus on the
interviews primary objectives
- Identify the skills, knowledge and appropriate behaviours to support
the future needs of the organisation
- Interview confidently and adapt your behaviour to communicate successfully
with your candidate
- Identify specific criteria against which to select the most suitable
candidate and use effective questioning techniques to elicit information
- Achieve positive cost effective outcomes
- Manage time and resources to ensure cost effective recruitment
Method & Approach
The programme will be delivered via a range of activities including,
group discussion, and opportunity for individuals to prepare for recruitment
and practice their interview technique.
There are no pre-requisites for this course; however participants should
be involved in identifying the requirements of a position inn the organisation,
developing written criteria to assess those requirements and interviewing
to assess candidate ability against criteria
Course Content
Course content includes:
Day One
- We have a vacancy! The cost of recruitment.
- Do we need to fill the vacancy?
- Tools and techniques – what do you need for a systematic method
for selection interviews
- Identifying requirements can job descriptions or my standard operating
procedure document help me or limit me?
- What are the current and future requirements of the role?
- Person specifications, how can they help me?
- How to identify competencies.
- Recognising the behaviours that fit your culture.
- Planning your agenda. Liaison with others involved in the process.
The role of the HR department, assessing their information requirements.
- Preparing questions - Formulating evidence based questions
- How to coordinate when there is more than one interviewer.
- Explaining your organisations values and culture
Day Two
- Balancing time and removing interruptions.
- This is not an interrogation – ensuring 2 way communications.
- Positive interpersonal skills
- Building Rapport and closing the communication gap
- Assessing your interpersonal skills and the impact of negative body
language. Are you sending out distracting signals
- Putting the applicant at ease and explaining the process.
- How to take notes and demonstrate that you are listening
- Describing the role, responsibilities and tasks, skills, knowledge
and attitude.
- Looking for evidence of your requirements
- Exploring candidate needs and wants - Recognizing candidate needs
and wants aspirations and motivation
- Observing non-verbal clues.
- Making an offer and employee orientation planning
- Developing your plan to ensure consistency and greater professionalism,
to ensure a cost effective added value process
