Recruitment, Selection and Retention: Essential Skills for Competent Workforce Preservation

Introduction

This training course is aimed at ensuring the successful delivery of Recruitment and Selection projects/campaigns, which can appear to be very resource hungry and time-consuming. International companies have found to their cost that inappropriate Recruitment and Selection decisions can create significant problems for the business and the individual. There is empirical evidence that employing the latest Recruitment and Selection techniques will, without a doubt, significantly increase the likelihood of recruiting the best candidates possible.

The Recruitment, Selection & Retention training course will examine real-life case studies and examples of the latest techniques, the use of social media, competencies, psychometric testing, and behavioral interviewing along with other supporting methodologies and examine the benefits and pitfalls at each step. The training is also designed to transform your approach and competence in recruitment and selection, or career development and appraisal situations.

Objectives

By the end of the course, participants will be able to:

• 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.
• When to use Myers Briggs (MBTI), Review SHL’s OPQ 32 reporting material including feedback on personality questionnaires
• 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(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 the techniques to achieve understanding and competence in a friendly and supportive environment

Training Methodology

This is an interactive course. There will be open question and answer sessions, regular group exercises and activities, videos, case studies, and presentations on best practice. Participants will have the opportunity to share with the facilitator and other participants on what works well and not so well for them, as well as work on issues from their own organizations. The online course is conducted online using MS-Teams/ClickMeeting.

Who Should Attend?

• Senior HR Managers who have the overall responsibility for recruitment and selection in their respective organizations
• 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, program 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 the 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 the 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 shortlist, avoiding bias and lots of hard work
• Examination of an assessment center 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