Recruitment, Interviewing and Selection

Courses Syllabus

Introduction

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.

Objectives

• Define recruitment, list its main steps and learn the best methods/sources for attracting qualified candidates.
• Practice 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.

Content

Recruitment and Selection

• Recruitment versus Selection
• Roles and Responsibilities in Each Stage
• Managing Relations with Other HR Functions

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

Interviewing Candidates

• Screening and Biographical Interviews
• Hypothetical Interviews
• Panel Interviews: Pros and Cons
• Competency-Based Interviews

Evaluating Candidates

• Importance of Data Capture
• Objective versus Subjective Remarks
• Legal and Fairness Issues
• Producing a Personal Profile

The Selection Decision

• Criteria that Should Be Used
• Use of Decision Matrixes in Selection
• Use of Competency Gap Analysis

Recruitment and Selection (R&S) Information Management

• Building a Database for Sources and Candidates
• The Importance of Data Tracking
• Physical Files versus Soft Files
• HR Management Systems