Strategic Recruitment, Interviewing & Selection Training

Strategic Recruitment, Interviewing & Selection Training

Course Overview

Effective recruitment and employee selection ensure that the right people are placed in the right job, but it is not always an easy process. Having a well-designed recruitment process helps to increase job satisfaction, reduce wastage of resources, achieve better retention of employees and improves productivity.

The training recruitment, interviewing and selection course teaches you critical recruiting skills like how to design a best- practice selection process, setting tangible goals, how to implement new staff orientation and retention, interviewing techniques and measuring and monitoring the results of your recruitment efforts.

Broad Training Objective.

By the end of the program, participants will be able to gain insight into:

• Having a structured, objective and consistent approach to recruitment and selection
• Understand how discrimination and other relevant legislation affects this area and appreciate the practical implications for managers
• Comprehend your organization’s policies and procedures for recruitment and selection and the need to comply fully with them
• Determine appropriate, objective and effective selection criteria
• Plan, prepare and conduct an effective selection process – using a range of methods as appropriate – that provides evidence against defined selection criteria
• Ensure that candidates are evaluated effectively and that recruitment decisions are objective and documented appropriately

Course Main Module

Fundamentals of workforce planning 

• Defining workforce planning
• Forecasting employee needs
• Keys to successful workforce planning
• The strategic staffing processes
• Demand analysis
• Trend analysis
• Capturing and tabulating information

 Recruitment planning 

• Defining needs
• Planning the various stages
• Roles of line managers and recruitment personnel
• Internal recruitment sources
• External recruitment sources
• Middle East recruitment trends

Candidate assessment

• Validity and reliability of assessment methods
• Job fit and organizational fit assessment
• Assessment centers
• Psychometric and ability assessments

Budgeting: Processed and Approaches

• Importance and types of budgets
  • The budgeting processes
  • Approaches to developing budgets
    • Incremental
    • Zero based
    • Activity based
    • Developing department budget

Advanced Interviewing Techniques

• Importance of information and data capture
• Types of interviews
• Competency based interviews
• Analyzing jobs
• Identification and leveling of critical competencies
• Developing interview guides
• Quantitative and qualitative interview reports

  Exit interviews

• When, how and by whom
• Format and content
• Analysis of results

Measuring recruitment efforts

• Internal versus external recruitment effectiveness
• Effectiveness and efficiency measures
• The main KPIs for measuring the recruitment function:
• Applicant response ratios
• Qualified application ratios
• Yield rates
• Time to fill and time to join
• Offer acceptance ratio

Way forward After the Training

Participants will develop a work plan through the help of facilitators that stipulates application of skills acquired in improving their organizations. ASPM will monitor implementation progress after the training.  

Training Evaluation:

Participants will undertake a simple assessment before the training to gauge knowledge and skills, another assessment will be done after the training in-order to demonstrate knowledge gained through the training.