About this Event
- Delivery Mode: Classroom (In-Person)
- Language: English
- Credits: 8 PDUs / Training Hours
- Certification: Course Completion Certificate
Refreshments: Lunch, snacks, and beverages will be provided during the session to keep you energized and focused.
Course Overview:
This training is aimed at helping hiring managers understand the concepts behind delivering a sound recruitment campaign: What are they trying to achieve, why and how?
Key Outcomes:
At the end of this recruitment skills training, you will be able to:
- Describe the concepts behind delivering an effective, fair and robust recruitment campaign that is fit for purpose
- Define best practice and the legislation surrounding recruitment
- Explain the options available when running a campaign
- Confidently make independent recruitment decisions
- Effectively recruit, assess, filter and place candidates
Who Can Attend?
Anybody who is interested in learning Recruitment Skills.
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Agenda
● Module 1: Aims of a Recruitment Campaign
Info: Defining what we want to achieve from a recruitment campaign. To ensure we identify the best candidate for the role, minimize the time spent on recruiting, while keeping within legislation requirements. This includes a review of the key tasks required throughout a recruitment campaign.
● Module 2: Recruitment as a Manager’s Responsibility
Info: Identifying the challenges, concerns and benefits of being a hiring manager. Looking at how to overcome any issues or fears the manager may have and establishing the key components of an effective recruitment campaign. This includes a review of a to-do list of recruitment responsibilities.
● Module 3: The Law and Best Practice
Info: An overview of the legislation for equality, how this affects recruitment and how to ensure individuals are neither discriminated against or overlooked. Ensuring the recruitment campaign is fair, robust and fit for purpose, catering for all needs and that evidence is maintained at every stage to demonstrate compliance. Highlighting the difference between best practice and the law.
● Module 4: Defining the Role
Info: Starting the recruitment process off on the right foot by effectively defining the role through the Job Description and Person Specification – setting the basis for making the process fair, robust and fit for purpose. Including our organizational values within this framework.
● Module 5: A Brief History of Interviewing
Info: A review of how recruitment has progressed. Looking at; Recruiting for the ‘right fit’, Competency Based Recruiting and Value Based Interviewing. Exploring the benefits and pitfalls of each and how to ensure we use the right approach.
● Module 6: Making Improvements Without Increasing Workload
Info: Including value related behaviors in the person specification that helps ease the recruitment process and helps improve your ability to select the person with that best suits the role.
● Module 7: Advertising – Attracting Candidates
Info: Creating a good job advert that is tailored to the role and the target audience. Being able to sell the role while being honest and fair.
● Module 8: Assessment and Selection
Info: Establishing the importance of this part of the process while identifying the best type of assessment methods for different roles. Highlighting the importance of gathering evidence throughout assessments.
● Module 9: Telephone Interview
Info: Identifying the benefits of telephone interviews, when to use them and how best to approach the task. Includes a telephone interview template.
● Module 10: The Interview
Info: Determining what you want to get out of an interview. Includes the key components below.
● Module 11: Interview Preparation
Info: The main elements to cover prior to running an interview.
● Module 12: The WASP Technique
Info: A clear interview structure, explained in detail.
● Module 13: Interview Questions
Info: An understanding of the general questions you should ask, moving on to Structured, Competency based questions that focus on Behavioral and Situational questions. Exploring these with an in-depth activity.
● Module 14: Selling the Opportunity and the Organization
Info: Developing an approach to appealing to the candidate and showing the organization in a good light. Making the candidate want to work for you.
● Module 15: Closing Questions and Parting
Info: Asking vital questions that will determine the deal breakers for the candidate and ensure both you and the candidate leave the interview knowing all the facts.
● Module 16: Capturing the Evidence
Info: Ensuring you have delivered a fair and effective interview by gathering relevant data and including this in your interview notes.
● Module 17: Getting the Most Out of an Interview
Info: An activity that provides participants with the opportunity to test their ability to identify key data from an interview and assess a candidate's suitability for the role, establishing any discrepancies, contradictions or issues during interviews with candidates.
Event Venue & Nearby Stays
Regus TX, Austin - Dobie Center, 2021 Guadalupe Street Suite 260, Austin, United States
USD 613.73
