Recruitment and Selection: Methodologies and Techniques

Introduction

Recruitment and selection can be a 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 course 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

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

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 practices. Participants will have the opportunity to share with the facilitator and other participants 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. Hr Administrator who have the overall responsibility for recruitment and selection in their respective organisations
• Senior Line Managers involved in assessing job requirements and developing competency in members of staff  
• Line managers who from time to time assess candidates during the recruitment process
• Professionals whose main accountability is in the provision of key members of staff
• Recruitment Consultants who are involved on an ongoing basis
• Coordinators who are responsible for ensuring all resources are in place during the recruitment process

Course Outline

Day 1: The Recruitment and Selection 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
• 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 + syndicate exercise
• The 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 standardization and drawing conclusions - syndicate exercise
• Review of psychometric tests available in the selection and recruitment process
• 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 the use of a type indicator (MBTI) and putting feedback into context
• Best fit analysis + 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 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