Booking options
Price on Enquiry
Price on Enquiry
Delivered Online or In-Person
You travel to organiser or they travel to you
Harpenden
Full day
All levels
Recruiting the right employee for your team is an incredibly important decision. The process itself can be both time-consuming and costly, so attracting and selecting the very best candidate for your position is an essential outcome. This one-day course provides a solid foundation for anyone new to recruitment or those seeking a refresher or update. The emphasis is on the use of a structured approach where good preparation and effective interviewing skills and techniques help maximise the success of your process, ensure consistency with your internal procedures, and minimise risk.
Participants will be asked to bring along information that relates to a vacancy they are, or are likely to be, recruiting to in the future, such as a relevant job description and person specification. They will work with this material throughout the training including reviewing criteria, determining appropriate selection methods and writing high quality interview questions. Participants will have the opportunity of trying out these questions in the afternoon when they will prepare for and conduct an interview. Participants will receive individual feedback, coaching and support throughout the session to enhance their skills and to build their confidence as interviewers.
UNDERSTAND THE IMPORTANCE OF GETTING RECRUITMENT RIGHT BY ADOPTING A STRUCTURED, OBJECTIVE AND CONSISTENT APPROACH IN LINE WITH INTERNAL PROCEDURES
KNOW THE IMPORTANCE OF THE JOB DESCRIPTION AND PERSON SPECIFICATION IN UNDERPINNING THE RECRUITMENT PROCESS AND HAVE IDENTIFIED APPROPRIATE SELECTION CRITERIA FOR A RELEVANT ROLE
UNDERSTAND HOW TO SHORTLIST EFFECTIVELY AND HOW TO GAIN EVIDENCE BY USING DIFFERENT ASSESSMENT METHODS APPROPRIATELY
KNOW HOW TO PREPARE FOR AND CONDUCT EFFECTIVE INTERVIEWS; INCLUDING HOW TO WRITE HIGH QUALITY INTERVIEW QUESTIONS AND HOW TO ASSESS CANDIDATES' RESPONSES
HAVE EXPLORED TYPICAL BARRIERS THAT PREVENT AN INTERVIEW BEING ROBUST AND ADOPT PRACTICAL STRATEGIES TO KEEP AN INTERVIEW ON TRACK
BE ABLE TO OBJECTIVELY EVALUATE ALL CANDIDATES AND MAKE THE RIGHT SELECTION
HAVE BUILT KNOWLEDGE, SKILLS AND CONFIDENCE THROUGH PRACTICAL EXERCISES INCLUDING PREPARING FOR AND CONDUCTING A PRACTICE INTERVIEW
Workshop objectives and benefits from attending
Participants' experience and confidence in this area
Personal objectives
The purpose and importance of recruitment and selection
The cost and potential consequences of poor selection
Minimising legal risk: practical implications of The Equality Act 2010 and other relevant legislation
The benefits of a structured, objective and consistent approach
Key stages (with reference to internal procedures)
Roles, responsibilities and sources of support
The importance of having robust job descriptions and person specifications
Identifying specific knowledge, skills and behaviours required for the role
Checking and refining essential and desirable selection criteria
Advertising the vacancy and how to screen / short-list against your selection criteria
Essential documentation and data protection
Assessing candidates against your selection criteria; the search for evidence
Understanding and using a range of different assessment methods and tools
Exploring common beliefs about interviewing; understanding the psychology and limitations of interviewing, eg, the 'Horn and Halo' effect, unconscious bias, etc
Making interviews robust and ensuring a fair and objective approach
Preparing for different types of Interview, eg, 1:1, panel interviews
Preparing your questions; the value of different question types; questions to avoid
How to write high quality behavioural questions for the role
Structuring the interview; developing an interview plan
Planning the logistics and preparing the interview room
Preparing yourself; planning your approach; creating a positive impression
Welcoming the candidate and creating rapport
Essential interviewing skills, eg, questioning, active listening skills and non-verbal communication
How to assess responses; looking for STAR answers
Controlling the interview; practical tips on managing difficult situations
Taking notes; documentation
Participants prepare for and conduct an interview in small groups
How to evaluate candidates against your criteria
Making an objective decision
Next steps: offering the position, feedback to unsuccessful candidates, etc
Taking time to reflect: enhancing your skillset and incorporating learning for next time
Open forum - remaining challenges and 'what if' scenarios
Action planning - identifying how participants will transfer this learning into the workplace and what else they may need which will help them to do this effectively
Review and close
At Maximum Performance, we are passionate about improvi...