Recruitment Skills

Course Description

Recruitment is a crucial factor in the success of any business. All organisations are defined by the employees within it, so ensuring you employ the right staff at the right time is critical to your success. Aside from this, it is important that the people responsible for recruiting within the business are focused on ensuring they follow legislation and best practice to avoid any potential embarrassment or costly litigation.

This training will provide you with everything you need to effectively develop the skills of hiring managers within your organisation. They will be taken through the full process of recruitment; developing a wide understanding of the requirements of an effective recruitment campaign in order to help them provide a robust approach to recruitment that helps secure the right candidate for the role.

Learning Objectives

Learners are able to:

  • Present the company as a professional organisation that anyone would want to work for.
  • Consider legislation and best practice to ensure the recruitment process is fair, robust and fit for purpose.
  • Create a positive work environment through the introduction of employees that have a range of skills and experience.
  • Provide a fair assessment and selection process that identifies the best candidate and demonstrates evidence.
  • Improve their behavioural and situational questioning skills to make interview conversations effective.
  • Simply apply core recruitment skills, for overall organisational success.

Option 1:
If you just want to take this course without the test or certificate, just pay US$90.

Option2:
If you wish to take this course + online test + receive a Certificate of Completion from the Institute of Commercial Management (ICM) United Kingdom + shipping cost of the certificate, the total cost is US$120.

Retake:
If you wish to retake your online course test – the total cost is $60.
If you pass your test – you will receive your Certificate with no additional cost.

This course is designed for online study/ distance education/ home-based learning. A student dashboard is provided in the student’s account log-in to monitor progress. A downloadable PDF format will also be available to the learners for offline study.

Duration: 1 day

  • Announcements: Student's Dashboard
  • Email Support: Throughout the duration of the course, should you have any question or concern, feel free to message us.
  • Feedback/Response Time: 1-3 days

At the end of the entire course, an examination in a multiple-choice format will be given that will cover the entire programme. This assessment is between 30-50 points.

A 70% passing rate of the assessment exam is needed to get the course certification.

  • Internet Access
  • Student Dashboard Login: Personal Username and Password

Aims of a Recruitment Campaign

Defining what we want to achieve from a recruitment campaign. To ensure we identify the best candidate for the role, minimise the time spent on recruiting, while keeping within legislation requirements. This includes a review of the key tasks required throughout a recruitment campaign.


Recruitment as a Manager’s Responsibility

Identifying the challenges, concerns and benefits of being a hiring manager. Looking at how to overcome any issues or fears the manager may have and establishing the key components of an effective recruitment campaign. This includes a review of a to-do list of recruitment responsibilities.


The Law and Best Practice

An overview of the legislation for equality, how this affects recruitment and how to ensure individuals are neither discriminated against or overlooked. Ensuring the recruitment campaign is fair, robust and fit for purpose, catering for all needs and that evidence is maintained at every stage to demonstrate compliance. Highlighting the difference between best practice and the law.


Defining the Role

Starting the recruitment process off on the right foot by effectively defining the role through the Job Description and Person Specification – setting the basis for making the process, fair, robust and fit for purpose. Including our organisational values within this framework.


A Brief History of Interviewing

A review of how recruitment has progressed. Looking at; Recruiting for the ‘right fit’, Competency Based Recruiting and Value Based Interviewing. Exploring the benefits and pitfalls of each and how to ensure we use the right approach.


Making Improvements Without Increasing Workload

Including value related behaviours in the person specification that helps ease the recruitment process and helps improve your ability to select the person with that best suits the role.


Advertising – Attracting Candidates

Creating a good job advert that is tailored to the role and the target audience. Being able to sell the role while being honest and fair.


Assessment and Selection

Establishing the importance of this part of the process while identifying the best type of assessment methods for different roles. Highlighting the importance of gathering evidence throughout assessments.


Telephone Interview

Identifying the benefits of telephone interviews, when to use them and how best to approach the task. Includes a telephone interview template.


The Interview

Determining what you want to get out of an interview. Includes the key components below.


Interview Preparation

The main elements to cover prior to running an interview.


The WASP Technique

A clear interview structure, explained in detail


The key elements of an interview

Explaining the Role, Work History etc.


Interview Questions

An understanding of the general questions you should ask, moving on to Structured, Competency based questions that focus on Behavioural and Situational questions. Exploring these with an in-depth activity.


Selling the Opportunity and the Organisation

Developing an approach appealing to the candidate and showing the organisation in a good light. Making the candidate want to work for you.


Closing Questions and Parting

Asking vital questions that will determine the deal breakers for the candidate and ensure both you and the candidate leave the interview knowing all the facts.


Capturing the Evidence

Ensuring you have delivered a fair and effective interview by gathering relevant data and including this in your interview notes.

Modules

  • Part 1: Recruitment Skills
  • Part 2: Recruitment Skills
  • Part 3: Recruitment Skills
ACCREDITATIONS

Certified and Accredited by ICM (Institute of Commercial Management, United Kingdom) and CPD (Continuing Professional Development, United Kingdom).

ICM and CPD certifications mean your skills meet international requirements for company compliance programmes regarding continuing professional development.

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