Certificate in Recruitment & Selection

Certificate in Recruitment & Selection

OBJECTIVES

• Master the process of the behavioral interviewing and put it into practice
• Consider a variety of techniques to establish the competency of a candidate
• Explore the appropriate use of various psychometric tests including general ability and attributes tests, using both Myers Briggs (MBTI) and SHL’s OPQ 32 personality questionnaires
• Understand the potential pitfalls stemming from the inappropriate use of psychometric testing in the selection process
• Examine various Emotional Intelligence (EI) techniques to test the potential of the candidate(s)
• Construct a “blue print” to be used when designing a recruitment or selection process
• Practice the techniques to achieve competence in a friendly and supportive environment

WHO SHOULD ATTEND?

• All personnel, at any level in the organization who are required to interview for selection or recruitment purposes both within and outside the company
• All HR professionals or managers of teams involved in both staff development and appraisals

COURSE OUTLINE

DAY 1 – The start of the process preparation for conducting the Behavioral Interview

• Introductions, program objectives including overview
• The key elements, competencies and person specification
• The five types of interview styles, strengths and weaknesses
• The principles of the Behavioral interview

DAY 2 – The Behavioral Interview in action

• Target data/rules of evidence
• Coding example 1; The rules of coding and syndicate exercise
• The Behavioral interview process, practice session 1 (everyone will have the opportunity to conduct an interview)
• The behavioral interview practice session 2

DAY 3 – The Behavioral process in action

• Coding example 2 and syndicate exercise
• Examining the results including standardization and drawing conclusions – syndicate exercise
• Review various psychometric tests available in the selection and recruitment process including EI techniques
• Psychometric testing, when to use and why including a case study
• The administration and guidelines for the use of psychometric testing

DAY 4 – Design of the Recruitment and Selection assessment process

• Application of psychometric tests including use of a type indicator (MBTI) and putting feedback into context
• Best fit analysis and demonstration
• The four scales, what do they mean for me? – syndicate exercises
• The use of behavioral information as a development tool

DAY 5 – Pulling the whole Selection and Recruitment process together

• The latest techniques in advertising for vacancies – syndicate exercise
• How to short list avoiding bias and lots of hard work
• Deciding on the tools and techniques to use in the assessment and why
• The resources required in order to run a successful recruitment or selection process – Syndicate exercise to create “blue print”