Many organisations simply wait for talent to come to them. Simply advertising an open position and hoping that you find the right talent does not guarantee that you will find the best people. Actively seeking out qualified candidates is the best way to ensure that you find the talent that you need. Recruitment is essential to the success of your organisation.
Our Employee recruitment and section process workshop will guide your participants and help them interview and recruit the right employee for an organisation. Hiring a new employee is one of the largest investments you make in any business. Hiring the right employee is very important, as training can be expensive, and employee turnover costs companies millions every year. So, reduce your costs with a great employee recruitment program!
After completion of this course the learner is capable of:
• Planning and prepare for recruitment and selection.
• Recruit applicants
• Select staff.
Course Outline
Learning outcome 1
Plan and prepare for recruitment and selection.
After completion of this learning outcome learners should able to discuss:
• Job analysis and description
• Selecting procedure for the specific position in line with departmental /organisational and legal requirements
• Validating selection procedure.
• Identifying resources and methods needed for recruitment and selection within the budget and fit for purpose.
• Data collection.
• Developing selection criteria and control procedures in line with organisational and legal requirements, and avoid partiality or bias.
• Developing plan that ensures effective and efficient recruitment and selection
Learning outcome 2
Recruit applicants.
After completion of this learning g unit the learner is able to:
• Conduct recruitment in accordance with the plan and in such a way as to have the potential to elicit the desired response from the target market.
• Deal with responses in accordance with planned control procedures.
• Determine the initial screening if applicants meet the critical job specifications and requirements to expedite the departure of unsuitable applicants.
• Implement corrective action following the evaluation of the initial recruitment plan, if the initial screening does not elicit desired responses.
• Preparing an A list of potential candidates to facilitate selection.
• Manage an applicant database in accordance with legislation and organisational requirements.
• Deal with unplanned events in accordance with the circumstances and contingency plans that initiated.
Learning Unit 3
Select staff.
After completion of this learning outcome learners should be able to:
• Validate backgrounds and qualifications using appropriate verification methods according to the plan.
• Assessed candidates against the requirements of the defined position by checking their applications, curriculum vitae, references, previous performance, test results, assessment interview schedules, portfolios of evidence, recognition of prior learning and current competencies.
• Interview candidates using best practice techniques appropriate to the defined position.
• Draw up a shortlist to reflect the results of the assessment of candidates.
• Make selections in accordance with planned strategy
• Give a feedback to both successful and unsuccessful candidates tactfully according to the planned time framework and legal requirements.
• Documenting records to facilitate further processing and reflect agreements reached and successful candidate details accurately.
• Authorising records and forwarded to designated personnel.
• Deal with unplanned events in accordance with the circumstances, and contingency plans are initiated.