This highly practical and interactive virtual course provides a step-by-step approach to the recruitment and selection process, enabling you to make fair, sound and accurate decisions. First, you will cover the basics of how to attract and source high-quality candidates in a virtual world. Then you will focus on the interview itself: introducing you to structured behavioural interviewing and equipping you with the skills and the confidence to plan your interview and ask effective questions.
You will learn a structure that can be applied to all your interviews – whether virtual or in-person – to ensure that everything is covered and that your company is presented in the best possible light. Based on a role you are currently recruiting for, you will have the opportunity to compile some relevant and insightful competency-based questions and then to practise your interviewing skills in a safe and supportive virtual environment.
Finally, you will learn how to record and process the information you have gathered and use it to objectively evaluate your shortlisted candidates – and ultimately to make a sound decision about who is the best person for the job.
This course is for anyone who is involved in the recruitment and selection process and would like to understand best practice techniques to ensure they hire the right candidates.
By the end of this course you will be able to:
- Create an accurate job specification that reflects the ideal candidate
- Identify the behavioural competencies required for a specific role
- Compile competency-based questions to test for candidate suitability
- Identify different types of questions and which ones to avoid in an interview
- Plan and prepare for conducting an interview
- Follow a structured process for an interview discussion
- Make accurate decisions about a candidate based on interview performance
- The true cost of recruitment and the cost of poor decision making
- A checklist for the key stages of the recruitment process
- Online and offline options for attracting and sourcing candidates
- What to include in a job advert to make it informational yet appealing
- How to avoid discrimination and ensure inclusivity at every stage of the process
- Drawing up accurate person specifications and job descriptions
- Identifying the behavioural competencies required to be successful in the role
- Planning and structuring the interview
- Compiling a list of competency-based questions to test for candidate suitability
- The art of questioning and how to spot untruths
- Creating a welcoming environment – virtually and in-person – and presenting yourself and your organisation in a positive light
- Positive body language and effective listening
- What information to record during the interview, and how
- Reviewing candidate qualities, attributes and skills against the job criteria
- Selecting the right candidate for the job