Certified Recruitment Specialist

Course Objectives

Certified Recruitment Specialist

Course Methodology
The course will use a combination of theory and practical application of course concepts. Participants will engage in role plays and mathematically based exercises to help apply fairness and equality in hiring employees.

Course Objectives
By the end of the course, participants will be able to:
Define recruitment and selection and the important role this function plays in the success of an organization
List the main steps that should be followed to develop an effective recruitment plan and select the best methods and sources for attracting qualified candidates
Choose the most appropriate techniques for short listing and assessing candidates considering the reliability and validity of each
Select and conduct the most suitable type of selection interviews for varying candidates and situations
Prepare and conduct a probing interview for any vacancy or job level in the organization
Implement the right measures and Key Performance Indicators (KPIs) to evaluate the effectiveness of recruitment efforts
Target Audience
Managers, team leaders, supervisors, administrators, specialists, business partners and officers in the functions of human resources and recruitment whose job require recruiting and selecting employees. The program is also very useful for all those outside human resources who conduct frequent and important selection interviews.

Target Competencies
Deciding and initiating action
Working with people
Persuading and influencing
Presenting and communicating
Analytical thinking
Applying expertise and technology
Following instructions and procedures
Planning and organizing
Achieving goals and objectives

Course Outline

Recruitment and selection
Recruitment versus selection
Roles and responsibilities in each stage
Managing relations with other HR functions
Recruitment plans and defining requirements
Defining workforce organizational needs
Planning the various stages
Roles of line managers
Roles of recruitment personnel
Capturing and tabulating information
Producing recruitment reports
Building a job profile
The use of essentials and desirables
Attracting candidates
Various sources for attracting candidates:
Employee referrals as a method of sourcing candidates
Attracting 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 shortlisting
Verifying on line applications
The art of interviewing candidates
Screening and biographical interviews
Hypothetical interviews
Panel interviews: pros and cons
Competency based interviews
Selecting candidates
Importance of data capture
Objective versus subjective remarks
Legal and fairness issues
Producing a personal profile
Criteria that should be used
Use of decision matrixes in selection
Use of competency gap analysis
Measuring recruitment efforts
The main KPIs for measuring the recruitment function
Applicant response ratios
Qualified application ratios
Yield rates
Time to fill and time to join
Offer acceptance ratio

Per participant


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