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Certified Recruitment Specialist
DATE
2024-08-22;
LOCATION
To Be Determined;
Why Attend?
The function of ‘recruitment and selection’ plays a key role in the entry of new employees into the organization. As such, it has an overwhelming influence on the successful achievement of organizational objectives. This course will take you from the basics to the advanced and strategic aspects of this important HR function. It will show you the logical and correct steps you must take to structure and implement recruitment and selection practices. This course being “certified”, it will include an assessment at the end of the course to ensure higher learning, higher retention of knowledge and better transfer of that knowledge to the workplace.
Course Objectives
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This Course Objective Hasn't Been Provided Yet
Target Audience
Managers, team leaders, supervisors, administrators, specialists, business partners and officers in the functions of human resources and recruitment whose job require recruiting and selecting employees. The program is also very useful for all those outside human resources who conduct frequent and important selection interviews.
- Recruitment and selection
- Recruitment versus selection
- Roles and responsibilities in each stage
- Managing relations with other HR functions
- Recruitment plans and defining requirements
- Defining workforce organizational needs
- Planning the various stages
- Roles of line managers
- Roles of recruitment personnel
- Capturing and tabulating information
- Producing recruitment reports
- Building a job profile
- The use of essentials and desirables
- Attracting candidates
- Various sources for attracting candidates:
- Employee referrals as a method of sourcing candidates
- Attracting internal candidates
- Advertising: pros and cons
- Internet and websites
- Recruitment agencies and head hunters
- Career fairs and universities
- Various sources for attracting candidates:
- Screening candidates and short listing
- Tangible versus intangible criteria
- The use of CVs, résumés and applications for shortlisting
- Verifying on line applications
- The art of interviewing candidates
- Screening and biographical interviews
- Hypothetical interviews
- Panel interviews: pros and cons
- Competency based interviews
- Selecting candidates
- Importance of data capture
- Objective versus subjective remarks
- Legal and fairness issues
- Producing a personal profile
- Criteria that should be used
- Use of decision matrixes in selection
- Use of competency gap analysis
- Measuring recruitment efforts
- The main KPIs for measuring the recruitment function
- Applicant response ratios
- Qualified application ratios
- Yield rates
- Time to fill and time to join
- Offer acceptance ratio
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