Strategic Recruitment, Interviewing and Selection
Training & Human Resources
Introduction
Pressure
on recruitment and selection units in organizations seems to be constant, if
not increasing with time. More is required with less. New and more effective
recruitment channels have become a necessity now that branding techniques and the
use of technology is no longer a choice. The diversification of commonly used
selection methodologies has become essential to improve the reliability of
selection decisions and improve the quality of hires. Moreover, performance
measures and Key Performance Indicators (KPIs) have become standard in
measuring the reliability and effectiveness of recruitment and selection within
organizations. This course is designed, and constantly updated, to explore
these topics. It is designed from an operational and cultural perspective and
is expected to enable participants to build a holistic approach towards their
activities and introduce system changes.
By the end of the course, participants will be
able to:
- Develop
budgeted workforce plans in accordance with company directives and
market conditions.
- Use differentiated
recruitment channels to maximize recruitment efficiency and minimize costs.
- Design specific selection
frameworks for various job families and improve their reliability and
validity.
- Plan for and implement a
competency-based interview.
- Apply the right measures and
KPIs to evaluate the effectiveness of recruitment and selection efforts.
- Design exit interview guides
and analyze results.
Training Methodology
A highly interactive combination of lecture and discussion sessions will be managed to maximize the amount and quality of information, knowledge and experience transfer. The sessions will start by raising the most relevant questions and motivate everybody finding the right answers. The attendants will also be encouraged to raise more of their own questions and to share developing the right answers using their own analysis and experience.
Course Outline
Day 1:
Fundamentals of workforce planning
- Defining workforce planning.
- Forecasting employee needs.
- Keys to successful workforce planning.
- The strategic staffing process.
- Demand analysis.
- Trend analysis.
- Ratio analysis.
- Scatter plot.
- Zero manning methodology.
- Capturing and tabulating information.
Day 2:
Recruitment planning
- Defining needs.
- Planning the various stages.
- Roles of line managers and recruitment
personnel.
- Internal recruitment sources.
- External recruitment sources.
- Middle East recruitment trends.
Candidate assessment
- Validity and reliability of assessment methods.
- Job fit and organizational fit assessment.
- Assessment centers.
- Psychometric and ability assessments.
Day 3:
Budgeting: processes and approaches
- Importance and types of budgets
- The budgeting process
- Approaches to developing budgets
- Incremental
- Zero based
- Activity based
- Developing department budget.
Day 4:
Advanced interviewing techniques
- Importance of information and data capture.
- Types of interviews.
- Competency based interviews.
- Analyzing jobs.
- identification and leveling of critical
competencies.
- developing interview guides.
- quantitative and qualitative interview
reports.
Exit interviews
- When, how and by whom.
- Format and content.
- Analysis of results.
Day 5:
Measuring recruitment efforts
- Internal versus external recruitment
effectiveness.
- Effectiveness and efficiency measures.
- 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.
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