Strategic Recruitment, Interviewing and Selection

Why Attend

Pressure on recruitment and selection units in organizations seems to be constant if not increasing with time. More is required with less. More effective and new recruitment channels have become a necessity now that branding techniques and use of technology is no longer a choice. The diversification of commonly used selection methodologies has become essential to improve the reliability of selection decisions and improve the quality of hires. Moreover, performance measures and Key Performance Indicators (KPIs) have become standard in measuring the reliability and effectiveness of recruitment and selection within organizations. This course is designed, and constantly updated, to explore these topics. It is designed from an operational and cultural perspective and is expected to enable participants to build a holistic approach towards their activities and introduce system changes.

Course Methodology

The course is divided into three equal parts covering recruitment, interviewing and selection. Each part explores the latest trends and best practices associated with the topic in such a way that participants will be able to reflect on, and benchmark, their company’s practices. Moreover, almost half of the course will be dedicated to skill building exercises such as role plays, video presentations, trends reports and scenario interviews. The course activities are carefully crafted to ensure the proper transfer of knowledge to skills.

Course Objectives

By the end of the course, participants will be able to:

• Develop budgeted workforce plans in accordance with company directives and market conditions
• Use differentiated recruitment channels to maximize recruitment efficiency and minimize cost
• Design specific selection frameworks for various job families and improve their reliability and validity
• Plan for and implement a competency-based interview
• Apply the right measures and KPIs to evaluate the effectiveness of recruitment and selection efforts
• Design exit interview guides and analyze results

Target Audience

Experienced and senior professionals in the recruitment and selection function as well as senior employees in human resources. This course is also very useful for those working in workforce planning and nationalization.

Target Competencies

• Workforce Planning
• Recruitment
• Assessment and selection
• Analytical skills

• Performance Management
• Planning and organizing
• Decision making

Course Outline

• The main cycles in human resources management
  • HR strategy cycle
  • Recruitment and selection cycle
  • Training and development cycle
  • Performance management cycle
  • Compensation and benefits cycle
• Strategic HR management
  • Situation analysis
  • ‘SWOT’ analytical tool
  • ‘PEST’ analytical tool
  • ‘PEDSTL’ analytical tool
  • HR strategy
    • Visions and missions
    • HR strategic goals
    • Critical success factors in HR
      • Key result areas
        • Key performance indicators
      • Core competencies
      • Core values
    • Measurement of each critical success factor category
• Measuring human resources
  • Measuring HR strategies: the main KPIs
  • Human resources versus human capital
  • Return on Human Capital (ROHC) and Cost of Labor (COL)
  • Human Value Added (HVA) and Profit per Employee (PPE)
  • Employee morale and employee satisfaction indices
  • Other HR metrics
  • HR scorecards and dashboards
    • The balanced scorecard

• Employee turnover
  • Turnover versus attrition (gross and net turnover)
    • Voluntary versus non voluntary separation
  • Analyzing turnover: interpreting the data
  • Cost of turnover for organizations
  • Healthy versus unhealthy turnover
  • Turnover index

• Strategic planning and budgeting for human resources
  • Strategic planning
    • Approaches to planning
    • Various HR plans
      • Workforce plans
      • Training plans
      • Project plans
    • The importance of budgeting
      • Approaches to budgeting
      • Budgeting for HR plans