By the end of the program, participants will be able to:
Define recruitment, list its main steps and learn the best methods/sources for attracting qualified
candidates.
Understand the various techniques used for short listing and assessing candidates and the reliability
and validity of each.
Discover the main types of selection interviews and when and how to use each.
Prepare and conduct a probing interview for any vacancy/level in the organization.
Use the data collected from various assessment stages for selection purposes.
This Program is designed for:
Managers, superintendents, supervisors and officers in the functions of Human Resources and/or recruitment
whose job requires recruiting and selecting employees. The program is also very useful for all those outside
Human Resources whose job requires conducting frequent and/or important selection interviews.
Program Outline:
Recruitment and Selection
Interviewing Candidates
Recruitment versus Selection
Roles and Responsibilities in
Each Stage
Screening and Biographical Interviews
Hypothetical Interviews
Panel Interviews: Pros and Cons
Competency-Based Interviews
Defining Requirements
Evaluating Candidates
Building a Job Profile:
The Use of Essentials and Desirables
Importance of Data Capture
Objective versus Subjective Remarks
Legal and Fairness Issues
Producing a Personal Profile
Attracting Candidates
The Selection Decision
Various Sources for Attracting Candidates
o Referrals and Internal Candidates
o Advertising: Pros and Cons
o Internet and Websites
o Recruitment Agencies and Head Hunters
o Career Fairs and Universities
What Criteria Should Be Used?
Use of Decision Matrixes in Selection
Use of Competency Gap Analysis
Screening Candidates and Short
Listing
Tangible versus Intangible Criteria
The Use of CVs, Resumes and Applications for
Short Listing