________________________________________________________________________________________________

Objectives

• By the end of this Course participants will be able to:
• Examine numerous leading edge techniques and develop skill practice in various behavioural based approaches to Recruitment and Selection
• Discuss potential outcomes and consequences when employing a variety of approaches including social media techniques to recruitment and selection
• Consider a variety of techniques and methodologies to differentiate the excellent from ‘the average’ candidate using competency frameworks
• Explore the appropriate use of various psychometric tests including both general ability and attributes tests
• Experience and use feedback on personality questionnaires .
• Understand the benefits and use of assessment centre approaches to test candidates against future job requirements
• Examine various Emotional Intelligence (EI) tools to test the potential of the candidate(s) .
• Develop your influencing skills by making persuasive presentations of key requirements in planning recruitment/selection campaigns
• Practice all of the techniques to achieve understanding and competence in a friendly and supportive environment

The Delegates

• Senior HR Managers who have the overall responsibility for recruitment and selection in their respective organisations.
• Senior Line Managers involved in assessing job requirements, performance issues and developing competency in members of staff.
• Line managers who from time to time assess candidates during the recruitment process.
• Professionals whose key accountability is in the provision and development of key members of staff.
• Recruitment Consultants who are involved on an ongoing or everyday basis.
• Coordinators who are responsible for managing all of the resources during the recruitment process .

The Contents

• The Recruitment and Selection Process :
• Introductions, programme objectives and ways of working
• The key elements, competencies and person specification
• The five types of interview styles
• The principles of conducting a targeted interview
• Interviewing in action, exploring the outcome(s)
• Developing rules of evidence for assessment
• Coding example 1; The rules of coding + syndicate exercise
• Interview process, and practice session 1
• Targeted interview practice session 2
• The use of psychological test data in the Recruitment process
• Coding example 2 + syndicate exercise
• Examining the results including standardisation and drawing conclusions – syndicate exercise
• Review of psychometric tests available in the selection and recruitment process
• Analyse and complete  the MBTI  Personality Questionnaire
• The increasing use of Emotional Intelligence in the Recruitment process .
• Additional insights into personality profiling including case study
• Administration and guidelines for the use of psychometric testing
• Dealing with the results, drawing conclusions, and feedback
• Application of psychometric tests including use of a type indicator (MBTI) and putting feedback into context
• Best fit analysis.+ demonstration
• The four scales, what do they mean? – syndicate exercises
• Recruitment and selection results and employing them as a development tool
• Finding Candidates using Creative Methods and Techniques
• The latest techniques in advertising for vacancies. The use of the internet and social media techniques – syndicate exercise
• How to short list, avoiding bias and lots of hard work
• Examination of an assessment centre approach – training of the assessors
• Deciding on the tools and techniques to use in the assessment and what are the consequences
• The resources required in order to run a successful recruitment or selection process
• Selection and design of systems and their protection.

Course summary.

The Discount

10% in case of Three P. (or more)