Day 1: Defining Recruitment Needs and Role Requirements

• Explore the current recruitment landscape and job search environment.
• Understand competency frameworks and how they align with business objectives and culture.
• Develop clear and concise job specifications that reflect role requirements.
• Create comprehensive job descriptions that accurately define responsibilities and expectations.

Day 2: Attracting and Sourcing the Right Candidates

• Craft job advertisements that effectively promote your brand and attract top talent
• Identify key pre-recruitment considerations to ensure alignment with organizational goals.
• Evaluate the advantages and disadvantages of various recruitment sources.
• Develop targeted strategies to attract specific groups such as graduates, specialists, seasonal workers, and part-time employees.

Day 3: Leveraging Technology and Preparing for Candidate Assessment

• Assess the strengths and limitations of electronic and internet-based recruiting.
• Review best practices for screening cyberspace resumes and applications.
• Understand website considerations for effective online recruitment.
• Learn global guidelines for Internet recruitment and managing online candidate pools.
• Prepare for candidate assessments by reviewing job advertisements, applications, and resumes.
• Screen applicants effectively to shortlist the right candidates.
• Organize the interview process, including panel selection, role assignments, and interview environment setup.
• Develop interview documentation and question sets tailored to each interview stage.

Day 4: Conducting Effective Interviews and Candidate Evaluations

• Welcome candidates and establish a clear interview format
• Apply effective questioning techniques to gather accurate and relevant information.
• Practice active listening and encourage candidates to engage in open discussions.
• Provide appropriate information to candidates at different stages of the interview.
• Learn when and how to close interviews professionally and effectively.
• Understand the dynamics of team interviews and how to manage less-than-ideal applicants.
• Document interview outcomes with clarity, highlighting what to include and avoid in the documentation
• Differentiate between effective and ineffective documentation practices.

Day 5: Making the Final Selection and Communicating Decisions

• Use a selection matrix to compare shortlisted candidates objectively
• Conduct thorough reference checks and gather relevant insights, even when information is limited.
• Explore final considerations before making the selection decision.
• Communicate outcomes professionally to both successful and unsuccessful candidates.
• Ensure the selection and offer process aligns with organizational policies and legal requirements.