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Recruitment and Interviewing Skills



Course Aims
Successful managers and team leaders need the skills to find and recruit the best candidates for their team. The course is a two day event which involves readers working on processes and procedures that result in successful selection and recruitment decisions through the use of group and individual activities, exercises, formal inputs etc.
Course Audience
All individuals who have, or are about to have, direct reports - managers, supervisors, team leaders.

This course can be found in the following categories:
Course Library > Soft Skills

Table of Contents
Recruitment and Selection Issues
  		• Legislation
  		• Common Message
  		• Fair Treatment
  		• Over-Reliance on Qualifications and Past
     
    A Selection System
  		• Steps in a Successful Selection System
  		• Organising the Recruitment Process into a System
  		• Advantages of a Selection System
  		• Elements within a Selection System
     
    Creating a Position Profile
  		• Creating a Position Profile
     
    Sourcing of Applicants
  		• Level 1 - Internal Hires
  		• Level 2 - Free Hires
  		• Level 3 - Employee Referrals
  		• Level 4 - Advertisements
  		• Level 5 - Agencies
  		• Level 6 - Agencies Headhunt/Search
  		• Getting Quality Service from an Agency
     
    Psychometric Profiling and Ability Tests
  		• What is Psychometric Profiling?
  		• What are Ability Tests?
  		• Why are Psychometric Profiling and Ability Tests Important?
  		• What is the Importance to the Business Community?
     
    Interviewing and Assessment Activities
  		• Interviewing and Assessment Activities
     
    References
  		• Written References
  		• Verbal References
  		• References Chosen By The Employer
     
    Competencies
  		• When are Competencies Used?
  		• Types of Competency
     
    Using Competencies in Selection
  		• Analysing the Job
  		• Identifying the Critical Job Requirements
  		• Competency Examples for Job Position - Secretary
     
    Testing Behaviours
  		• Using Past Behaviour to Predict Future Behaviour
  		• Advantages of Using Past Behaviour
    The CADI Concept
  		• What is CADI?
  		• Context
  		• Assignment
  		• Deed
  		• Implication
  		• False CADIs
  		• Advantages of Using Systematic Behavioural Information
  		• Behavioural CADI Examples
     
    Questions to Identify Behaviour
  		• Questions to Identify Behaviour
     
    Characteristics of Behavioural Questions
  		• Advantages of Using Follow-Up Questions
  		• The Interview Format
     
    Opening the Interview and Describing the Interviewing Plan
  		• Conducting the Key Background Review
  		• Asking Planned Behavioural Questions
  		• Closing the Interview
  		• An Interview Guide
  		• Advantages of Using an Interview Guide
     
    Designing an Interview Guide
  		• Sample Interview Guide
     
    Conducting the Interview
  		• Recording Interview Responses
  		• Active Listening
  		• Observing
  		• Maintaining the Applicant's Self-Esteem
  		• Advantages of Maintaining Self-Esteem
  		• Controlling the Pace of the Interview
  		• Collecting Less Detail
  		• Collecting More Detail
  		• Advantages of Controlling the Pace of the Interview
     
    Making the Hiring Decision
  		• Meeting the Other Interviewers
  		• Scoring System
  		• Differing Scores
  		• Who Gets the Job?
  		• Advantages of Exchanging Interview Information in a Set Format
  		• Tidying Up
  		• Sample Integration Grid
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