PROGRAM'S BACKGROUND

Recruitment and the selection process is one of the key management tools. Do it right – that’s the theme for this program. It’s not by chance that Intel, Google and Apple are all successful – they all have an outstanding recruitment process, which is never compromised. In this program you will learn the latest techniques covering all of the nine critical part of the process. Not only will you learn –you will also be able to do it. Here are five reasons why you should attend:

›       Everyone in their career will have to do some form of interview, for recruitment, appraisal or discipline – learn the right way and it will always help you

›       Master the entire process of the interview cycle with the latest techniques

›       Find out how to master interpreting body language – a vital skill

›       Be able to rewrite competency knowledge based questions –that get straight to the point

PROGRAM'S OBJECTIVES

This Program’s Attendees Will Be More Able To:

›       Learn about the new recruitment process and be able to explain it to others

›       Be able to write recruitment criteria and precise score able interview questions

›       Know and be able to explain to others the value of using different types of testing

›       Use a personality profile and be able to explain to others there value for recruiting and development

›       Be able to decode different types of body language, specifically when people are not telling the truth

›       Practice interviewing to ensure the theory is put into practice and be able immediately upon returning to work to carry out or lead a professional interview

›       Recognize the complexities of recruitment and selection in today’s modern environment

›       Understand and be able to implement the new recruitment and selection process

›       Identify and write recruitment criteria for use in advertising, short listing and constructing effective interview questions

›       Demonstrate to others how the new process will save time and increase dramatically interviewing effectiveness

›       Consider the concept of and know when to use testing, and personality questionnaires and when assessment centers are appropriate

›       Design and use the two step questioning technique which has numeric scoring

PROGRAM'S ATTENDEES

›       CEO’s and Directors

›       Department Heads

›       HR and Training Personnel

›       Line Managers

›       Anyone associated with the interview process

PROGRAM'S OUTLINE

UNDERSTAND RECRUITMENT SEPARATING FACT FROM FICTION

›       Program objectives and introductions

›       The real cost of interviewing to the organization

›       First series of interviews

›       Self-assessment of your current interviewing skills

›       Completing the personality profile

›       Fact vs. fiction about interviewing

›       Introduction to the recruitment process map

MASTERING THE PROCESS

›       Understand the job and the importance of the job description and criteria

›       Writing key criteria

›       How to write interview questions based on Criteria

›       How many questions do you need?

›       Work needed to write the job advert

›       Writing an advert to attract winners not losers

›       How to write your interview questions

TESTING, PERSONALITY PROFILING & REFERENCES

›       Shortlisting –a new approach to save time

›       The history of testing

›       Occupational ability testing

›       Ability testing – the DIY approach

›       Semi medical tests – e.g. color blindness

›       The growth of mental illness and the impact on recruitment how assessment centers work and their increasing use today

›       Personality profiling - why we use it and what profilers are the best

›       The importance of references

›       Review and discussion

FINALISING PRE WRITTEN QUESTIONS, ROOM SET UP & ARRANGEMENTS & UNDERSTANDING THE VITAL ROLE OF BODY LANGUAGE

›       Procedure for starting every interview

›       Finalizing your Interview questions

›       Refining knowledge based questions

›       How to use probing questions

›       How to score and who does the scoring

›       Pre interview administration, from making all the arrangement including room set up to understanding body language and correctly decoding it

WHERE ARE WE NOW - CURRENT SKILLS AND KNOWLEDGE VS NEW

›       Why interviews are often so ineffective

›       Examining your current skill levels - Knowledge - exercise

›       Examining your current - skills - exercise

›       Interviewing first practice

›       Interviewing - observing others

›       Interviewing - What it’s like being interviewed

›       The Myths about interviewing - pre 2008 opinions

›       Completing your personality profiler

THE NEW PROCESS OF INTERVIEWING - NEW APPROACH, NEW RESULTS

›       The new recruitment/interview model explained

›       Why we need a change

›       Review and discussion

›       STEP 1: Jobs descriptions and terms of reference their role in the process

›       Putting the criteria behavioral map together - what is criteria?

›       STEP 2: Practice exercise gathering criteria information for future use - creating the job advert

›       Practice exercise -putting steps 1 & 2 into action

›       STEP 3: New approach to shortlisting – how to save lots of time

TESTING, PERSONALITY PROFILING AND ASSESSMENT CENTRES

›       STEP 4: Testing – the three groups of testing - why do we need testing?

›       Psychometric Test Vs. Occupational tests - latest advancements

›       Design and use of local ability test - practical example - group exercise

›       Other testing you may want to consider - examples

›       STEP 5: Personality profiling - advances in profiling - from “Type” profile to occupational profiles

›       Personality profiling - what we use it for - what results you can expect

›       Profile example and exercise - your own profiles

QUESTIONING TECHNIQUES AND OBSERVING BODY LANGUAGE

›       STEP 6: The new approach to interview questions

›       Sign posting - advantages for the interviewer and interviewee

›       The construction and use of knowledge based questions - demonstration and practice

›       The purpose and use of probing questions

›       Starting the interview correctly - practice in groups

›       How many people on the interview panel to make questioning meaningful?

›       STEP 7: design and layout of the interview room

›       STEP 8 How to use body language - practical examples and demonstrations

PUTTING INTERVIEWING SKILL INTO PRACTICE

›       Review of learning to date

›       Practicing introductions - group team exercise

›       The real cost of bad interviewing

›       Practical interview - Interview 1

›       Practical Interview - Interview 2

›       Practical interview - Interview 3

›       Making the final selections and necessary professional actions

›       Program review - updating skill and knowledge sheets

PRACTICE & PRACTICE

›       Recap of the steps so far

›       Putting the interview process into action

›       Time table of the interviewing for the day

›       The interview

›       Role allocations for interview

›       Review of interview and individual feedback

ADDITIONAL DETAILS