Recruitment, Selection and Talent Retention

Recruitment, Selection and Talent Retention

OBJECTIVES

• To examine leading edge techniques and develop skill practice in various behavioral 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 personality tests.
• Understand the benefits and use of assessment and development center approaches to test candidates against future job requirements
• Examine various Emotional Intelligence (EI) tools to test the potential of the candidate
• Develop your influencing skills by making persuasive presentations of key requirements in planning recruitment / selection campaigns
• Practice all the techniques to achieve understanding and competence in a friendly and supportive environment

WHO SHOULD ATTEND?

• 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

COURSE OUTLINE

Day 1: The Relationship Between Competencies and Recruitment the 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

Day 2: Interviewing in Action and Understanding the Implications of the Outcomes

• Developing rules of evidence for assessment
• Coding example 1 – The rules of coding + syndicate exercise
• Interview process and practice session 1
• Targeted interview and practice session 2

Day 3: Psychological Test Data in the Recruitment Process

• Coding example 2 + syndicate exercise
• Examining the results including standardization 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 – Daniel Goleman’s model
• Additional insights into personality profiling including case study
• Administration and guidelines for the use of psychometric testing

Day 4: Dealing with Recruitment Findings, Drawing Conclusions, and Feedback

• 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? – syndicate exercises
• Recruitment and selection – relationship with the development process

Day 5: Finding the Best 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