Human Resources and Training

Recruitment and Selection: A Holistic Approach

Why Attend

In three short days, gain a holistic overview of the entire recruitment and selection cycle. By participating in this course, you will learn all you need to know about attracting, assessing and selecting the right candidates for the vacant positions in your organization. You will also pick up some commonly made errors in recruitment and selection along with the best ways to avoid them. 

Course Methodology

The course uses a combination of interactive tools such as lecturettes, case studies, group activities and role plays. The course also uses a selection of short films to inject a higher dose of practicality into the course.

Course Objectives

By the end of the course, participants will be able to:
  • Define recruitment and selection and describe the difference between them.
  • List the best methods and sources for attracting qualified candidates
  • Practice various techniques for short listing and assessing candidates
  • Prepare and conduct a probing interview that collects meaningful information about candidates
  • Apply number based logical methodologies in making the final candidate selection decision

Target Audience

Managers, superintendents, supervisors and officers in the functions of human resources or recruitment whose jobs require recruiting and selecting employees. The course is also very useful for all those outside human resources whose jobs require conducting frequent and important selection interviews.

Target Competencies

  • Decision making
  • Communication
  • Negotiation
  • Interpersonal skills
  • Influencing
  • Culture awareness
  • Service delivery
Recruitment and Selection: A Holistic Approach

Course Outline

  • Recruitment and selection
    • Recruitment versus selection
    • Stages in the recruitment process
    • Roles and responsibilities at each stage
    • Managing relations with other HR functions
  • Defining requirements and attracting candidates
    • Building a job profile: the use of essentials and desirables
    • Job descriptions, and Personal profile
    • Various sources for attracting candidates:
  • Referrals and internal candidates
  • Recruitment ads
  • 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
    • Shortlisting candidates
    • The use of CVs, résumés and applications for short listing
    • Verifying on-line applications
  • Interviewing candidates
    • Screening and biographical interviews
    • Serial and sequential interviews
    • Hypothetical interviews
    • Panel interviews: pros and cons
    • Competency based interviews
    • Interview guidelines
  • Assessing candidates
    • Capturing candidate data legally
    • Learning the difference between objective and subjective remarks
    • Legal and fairness issues
    • Producing a personal profile
  • The selection decision
    • Criteria that should be used
    • Decision matrixes in selection
    • Using competency gap analysis
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