Confident Recruitment and Selection Interviewing Skills

RECRUITMENT AND SELECTION WORKSHOP OVERVIEW

Recruitment and selection can be very expensive and time consuming process; however there is evidence that employing the latest recruitment and selection methodologies and techniques increases the likelihood of successfully recruiting the best candidate for any intended role. Simply, The workshop will discuss a number of techniques that will most certainly transform your competence as a recruiter or interviewer in either recruitment/selection, or development and appraisal opportunities.

AUDIENCE

• Senior HR Managers who have the overall responsibility for recruitment and selection in their respective organizations
• Also the Senior Line Managers involved in assessing job requirements and developing competency in members of staff
• Line managers who from time to time assess candidates during the recruitment process
• Professionals whose main accountability is in the provision of key members of staff
• Recruitment Consultants who are involved on an ongoing basis
• Coordinators who are responsible for ensuring all resources are in place during the recruitment process

KEY BENEFITS

• To examine numerous interviewing techniques and practice the process of behavioral or targeted interviewing.
• Discuss potential outcomes when using a variety of approaches to recruitment and selection in details.
• 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 general ability and attributes tests
• Also developing your influencing skills by making persuasive presentations of key requirements in planning recruitment/selection campaigns.
• Practice in details all the techniques to achieve understanding and competence in a friendly and supportive environment.

RECRUITMENT AND SELECTION WORKSHOP OUTLINE

DAY 1 – The Recruitment and Selection Process

Firstly: Introductions, program objectives and ways of working

Secondly: The key elements, competencies and person specification

Thirdly: The five types of interview styles

Fourthly: The principles of conducting a targeted interview

Lastly: Review of day one and links to day two

DAY 2 – Interviewing in action, exploring the outcome

Firstly: Developing rules of evidence for assessment

Secondly: Coding example 1: The rules of coding and syndicate exercise

Thirdly: Interview process, and practice session 1

Fourthly: Targeted interview practice session 2

Lastly: Review of day two and links to day three

DAY 3 – The use of psychological test data in the Recruitment process

Firstly: Coding example 2 and syndicate exercise

Secondly: Examining the results including standardization and drawing conclusions – syndicate exercise

Thirdly: Review of psychometric tests available in the selection and recruitment process

Fourthly: Analyze and complete the MBTI Personality questionnaire, the increasing use of Emotional Intelligence in the Recruitment process – Daniel Goleman’s model

Lastly: Additional insights into personality profiling including case study

DAY 4 – Dealing with the results, drawing conclusions, and feedback

Firstly: Application of psychometric tests including use of a type indicator (MBTI) and putting feedback into context

Secondly: Best fit analysis and demonstration

Thirdly: The four scales, what do they mean? – syndicate exercises

Fourthly: Recruitment and selection results and employing them as a development tool

Lastly: Review of day four and links to day five

DAY 5 – Design and deployment of Assessment Centers

Firstly: The latest techniques in advertising for vacancies – syndicate exercise

Secondly: How to short list, avoiding bias and lots of hard work

Thirdly: Examination of an assessment centre approach – training of the assessors

Fourthly: Deciding on the tools and techniques to use in the assessment and what are the consequences

Lastly: The resources required in order to run a successful recruitment or selection process, end of program review, presentation of certificates and CPE points

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