Recruiting and Interviewer Training

2 hour workshop to 1 day to 3 days training course to a bespoke support programme for your organisation

Recruiting the right people into the right jobs is the starting point for developing people to achieve success in their role and meet your organisational objectives.

This training covers the following themes, which can be selected to create a training course to suit your needs:

1. Developing a savvy recruitment process:
Are you experiencing a growth spurt in your organisation? Or perhaps you’ve reflected on the calibre of recent recruits and think you could have done better? This module looks at feasible options for your recruitment needs to ensure you optimise the chances of attracting and retaining the best talent in the market.

– What are the tools available to me to assess for talent in my short listed candidates?
– Which ones work best for my needs & wants?
– What investment do I need to make to have the edge over other employers competing for the same talented candidates
– How can I ensure that I maintain or enhance my employer brand through the recruitment process – and avoid damaging it?

2. Identifying candidate competencies for success
Competencies represent the foundation for many organisational selection, assessment and development systems – they are the behaviours that matter. Some organisations have invested in ‘tailored’ competency frameworks but there are some generic behaviours that ALL employers should assess candidates and employees against. These will be used in this module to ensure delegates know how to use competencies effectively in the recruitment process.

-What are competencies and how do they relate to my business culture and needs?
-Which are the core competencies (behaviours) that every candidate / employee must possess?
-How can I accurately test for specific competencies in shortlisted candidates?
-How does the ‘competency wish list’ vary with differing role specialisms and levels?
3. Interviewer training
Have you heard of the astronomical sums paid out at tribunals when employers have been successfully challenged on grounds of discrimination at recruitment? It could be just an applicant who believes that s/he met the job requirements advertised – not necessarily an actual candidate unhappy about your interview questions. And are you missing out on strong candidates and being misled by smart-talking ones who don’t end up delivering? Your business could be losing money from day one if you don’t invest in training your interviewers to do a good job at assessing candidates effectively.What are the risks of NOT training individuals tasked with making selection decisions?

– What skills do they need and how can I be sure they acquire them?
– How do I maximise the quality of the information gathered during the interview process?
– How confident can I be that my interviewers are remaining objective and sticking to legally robust areas of questioning?

4. Psychometrics demystified
A bit like Marmite, people seem to either love or hate psychometrics – often without having sampled their capability. Ability tests and personality questionnaires give employers a ‘heads up’ about what a candidate is potentially capable of doing now and in the future and what style or approach they are likely to adopt in the workplace. This is not mumbo jumbo… and to prove it, you’ll have the opportunity to find out be sampling a variety of typical occupational tests and questionnaires during the session.

– What’s the difference between ability and personality testing
– What are the benefits and pitfalls of using psychometric tools in recruitment?
– What do I get for my investment?

Contact us to discuss your requirements