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Recruitment, Interviewing and Selection |
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Program Objectives: By the end of the program, participants will be able to: - Define recruitment, list its main steps and learn the best methods/sources for attracting qualified candidates.
- Understand the various techniques used for short listing and assessing candidates and the reliability and validity of each.
- Discover the main types of selection interviews and when and how to use each.
- Prepare and conduct a probing interview for any vacancy/level in the organization.
- Use the data collected from various assessment stages for selection purposes.
This Program is designed for: Managers, superintendents, supervisors and officers in the functions of Human Resources and/or recruitment whose job requires recruiting and selecting employees. The program is also very useful for all those outside Human Resources whose job requires conducting frequent and/or important selection interviews. This program is worth 25 NASBA CPEs. Program Fees: Per participant - USD 3700
Frequent nomination - USD 3330
(including coffee breaks and a buffet lunch daily)
One extra free place for every 2 paid nominees on the same program and dates
Discount Plans, Refunds & Cancellations Policy
Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time. Program Outline: | Recruitment and Selection - Recruitment versus Selection
- Stages in the Recruitment and Selection Process
- Roles and Responsibilities in Each Stage
Defining Requirements - Building a Job Profile: The Use of Essentials and Desirables
Attracting Candidates - Various Sources for Attracting Candidates
- Referrals and Internal Candidates
- Advertising: Pros and Cons
- Internet and Websites
- Recruitment Agencies and Head Hunters
- Career Fairs and Universities
Screening Candidates and Short Listing - Tangible versus Intangible Criteria
- The Use of CVs, Résumés and Applications for Short Listing
- Verifying On-Line Applications
- Using Assessment Tools to Improve Short Listing
| | Interviewing Candidates - Screening and Biographical Interviews
- The HR Interview
- The Line Interview
- Hypothetical Interviews
- Competency-Based Interviews
- Panel Interviews: Pros and Cons
Evaluating Candidates - Importance of Data Capture
- Objective versus Subjective Remarks
- Legal and Fairness Issues
- Producing a Personal Profile
The Selection Decision - What Criteria Should Be Used?
- Use of Decision Matrixes in Selection
- Use of Competency Gap Analysis
- Dealing with Wasta or the X-factor
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