Advanced Selection, Interviewing & Recruitment Skills (Certified Recruitment Analyst)

Introduction:

In today’s business world, Interviewing has been identified as a critical management skill. Proven results have concluded that the “Old Style” interview is a failure. Published results show it’s less than 1.5% likely to be successful. The new approach to interviewing is to use the behavioral approach - as recommended by psychologists. The approach once mastered will transform your ability to interview effectively. Also featured in this advanced program will be explanations and demonstrations of psychometric tests and personality questionnaires. This technique - once mastered can be used for appraisal and disciplinary interviews.

Targeted Groups:

HR Managers
HR Supervisors
HR Staff
Recruitment Saff
Persons who want to gain knowledge to improve their profile

Course Objectives:

At the end of this course the participants will be able to:

Recognize the complexities of recruitment and selection in today’s modern environment
Understand and be able to implement the new recruitment and selection process
Identify and write recruitment criteria for use in advertising, shortlisting, and constructing effective interview questions.
Explain to others how the new process will save time and increase dramatically interviewing effectiveness.
Consider the concept of and know when to use testing, and personality questionnaires and when assessment centers are appropriate.
Design and use the two-step questioning technique which has numeric scoring.
Experience the new complete interview process
Maximize time, effort and costs and effectiveness of the recruitment procedure
Utilize existing information to construct high-quality interview questions that are scoreable
Develop personal action plans for improvement - particularly the balanced score method and the new behavioral questioning system

Targeted Competencies:

Decision making
Communication
Negotiation
Interpersonal skills
Influencing
Culture awareness

Course Content:

Unit 1: Where Are We Now - Current Skills and Knowledge VS New:

Why interviews are often so ineffective
Examining your current skill levels - Knowledge - exercise
Examining your current - skills - exercise
Interviewing first practice
Interviewing - observing others
Interviewing - What it is like being interviewed
The Myths about interviewing
Completing your personality profiler

Unit 2: The New Process of Interviewing - New Approach, New Results:

The new recruitment/interview model explained
Why we need a change
Review and discussion
STEP 1: Jobs descriptions and terms of reference their role in the process
Putting the criteria behavioral map together - what is the criteria?
STEP 2: Practice exercise gathering criteria information for future use - creating the job advert
Practice exercise -putting steps 1 & 2 into action
STEP 3: New approach to shortlisting – how to save lots of time

Unit 3: Testing, Personality Profiling, and Assessment Centres:

STEP 4: Testing – the three groups of testing - why do we need testing?
Psychometric Test Vs Occupational tests - latest advancements
Design and use of local ability test - practical example - group exercise
Another testing you may want to consider - examples
STEP 5: Personality profiling - advances in profiling - from “Type” profile to occupational profiles
Personality profiling - what we use it for - what results you can expect

Unit 4: Questioning Techniques and Observing Body Language:

STEP 6: The new approach to interview questions
Signposting - advantages for the interviewer and interviewee
The construction and use of knowledge-based questions - demonstration and practice
The purpose and use of probing questions
Starting the interview correctly - practice in groups
How many people on the interview panel to make questioning meaningful?
STEP 7: design and layout of the interview room
STEP 8 How to use body language - practical examples and demonstrations