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Overview ?

INTRODUCTION

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.

The programme will explore 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.

PROGRAMME OBJECTIVES

To examine numerous interviewing techniques and practice the process of behavioural or targeted interviewing.
Discuss potential outcomes when using a variety of approaches 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 general ability and attributes tests.
Experience the use of Myers Briggs (MBTI) and review SHL’s OPQ 32 reporting material including feedback on personality questionnaires
Understand the benefits of developing an assessment centre to test candidates against future job requirements
Examine various Emotional Intelligence (EI) tools to test the potential of the candidate(s) including Daniel Goleman’s research and theory
Develop your influencing skills by making persuasive presentations of key requirements in planning recruitment/selection campaigns
Practice all of the techniques to achieve understanding and competence in a friendly and supportive environment

TRAINING METHODOLOGY

Delegates will learn and develop competence by a combination of mini case studies, use of course material, practical exercises, and role play opportunities. There will be adequate provision made to share real life issues and experience back in their organisations either in general session or individually with the programme leader.

PROGRAMME SUMMARY

This programme develops the essential skills, knowledge and methodologies to successfully perform recruitment and selection assessment, and then explores the individual competence of the decision makers. Finally, how to influence organisations to change their approach to recruitment and selection by constructing objective information and presentations.

PROGRAMME OUTLINE

DAY 1 - The Recruitment and Selection 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
Review of day one and links to day two

DAY 2 - Interviewing in action, exploring the outcome(s)

Developing rules of evidence for assessment
Coding example 1: The rules of coding and syndicate exercise
Interview process, and practice session 1
Targeted interview practice session 2
Review of day two and links to day three

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

Coding example 2 + syndicate exercise
Examining the results including standardisation 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
Review of day three and links to day four

DAY 4 - Dealing with the results, 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 results and employing them as a development tool
Review of day four and links to day five

DAY 5 - Design and deployment of Assessment Centres

The latest techniques in advertising for vacancies - 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
End of programme review, presentation of certificates and CPE points

Day 1

Day 2

Day 3

Day 4

Day 5

Training Methodology

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