Introduction
Consider how much an organisation spends when filling a vacancy – from the cost of advertising, to planning and interviewing time, to training and the costs associated with inducting the new recruit. This programme prepares the participants with the skill sets they need to match the right person to the job.
Learning Outcomes
On successful completion of this programme, participants will be able to:
Prepare effectively for interview, using job descriptions and person
pecifications; prepare objective criteria; plan the interview agenda
Screen applications for indicators of strength, grey areas or the need to probe
Welcome the candidate; set the atmosphere for an informative interview; project a professional image of themselves and their organisation
Select methodically, objectively and within the Law
Programme Content
Preparation; a useful concise version of the Job Description; the Person Specification; listing, defining and describing criteria
Advertising the post, briefing recruitment agencies; attracting suitable candidates; discouraging inappropriate applications
Screening applications; CVs; application forms; telephone screening; clues to grey areas
Interview plan; welcoming candidates; setting the agenda; setting the balance of professionalism with encouragement; recruitment and the Law
Questioning skills; closed, open and probing questions; 6 commonly asked unhelpful questions with useful alternatives
Listening and observing; listening effectively and actively; observing body language; picking up on non-verbal clues
Difficult candidates; reluctant candidates; pushy candidates; unsuitable candidates; managing own personal bias and prejudice; techniques for managing difficult applicants
Putting ourselves and our organisation in the best light; “selling” the job and the company; projecting professionalism; the candidate as visitor
Evaluating candidates; choosing methodically against objective criteria
Introduction to the Law relating to Recruitment.
