How To Present A Recruitment And Selection In Human Resource Management Course
This Recruitment And Selection In Human Resource Management Course is an easy and fun course used in various training workshops, meetings, and activities. It is suited for groups of 12-15 people but can be applied to larger groups by forming smaller groups. It only needs about a day to present the content.
It is easy to present this course. Download the content you’ll need (slide deck, manual and guides). And then follow the course outline.
The content can be rebranded and customized by adding a logo.
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The recruitment and selection in human resource management course start with an introduction to the importance of recruitment. The outcomes of the selection decision. And the course discussed the main biases that can occur during a selection process.
It then introduces an effective recruitment process. The different types of interview questions. The applications of psychometric testing. And the course closes by discussing how to measure the recruitment process.
Who Should Attend
This recruitment and selection in human resource management course target the needs of line staff, team members, managers, and human resource professionals.
What Your Delegates Will Learn
By the end of this course, your delegates will be able to:
- Understand the importance of recruitment.
- Identify the outcomes of the selection decision.
- Detail the main biases that can occur during the selection process.
- Introduce an effective recruitment process.
- Understand different types of interview questions.
- Discuss applications of psychometric testing within the recruitment process.
- Measure the recruitment process.
There are eight key sections in this recruitment and selection in human resource management course.
1. Introduction – Six Biases During Selection
- Information seeking.
- Contrast or quota.
2. The Four Outcomes Of The Selection Decision
- Accept good performers.
- Reject poor performers.
- Accept poor performers.
- Reject good performers.
3. The Three Main Functions Of The Recruitment And Selection Process
- Attract a pool of suitable candidates.
- Deter unsuitable candidates from applying.
- Create a positive image of the organization.
4. A Simple Eight-Step Recruitment Process
- Job analysis.
- Source candidates.
- The recruitment interview.
- Types of interview questions.
- Identifying skills.
- Psychometric testing.
- Reference checking.
- Making an offer.
5. The advantages And Disadvantages Of A Recruitment Interview
- Quick and relatively easy to perform.
- Perceived by the candidate as a natural part of the recruitment process.
- Allows the organization to get to know a candidate.
- Enable the candidate to find out more about the organization.
- Open to errors
- Challenging for the interviewer to discriminate between relevant and irrelevant information.
- Different conclusions are dependent on the type of interview conducted.
- Early impressions can negatively and inappropriately influence the interviewer’s judgment.
6. The Three Main Functions Of The Recruitment Interview
- Mutual preview.
7. The Six Main Interview Questions
- Direct or closed.
- Probing and developing.
8. How to measure recruitment and selection
- Hit rate.
- Hire ratio.
- Quality of hire.
- Interview time.
- Source cost per hire ratios.
- Interviewing cost.
- Recruiter effectiveness.
- Source cost per hire per interview.
Recruitment And Selection In Human Resource Management Course Overview
- 55 Page Training Manual.
- 67 Customizable PowerPoint Slides.
- 17 Free Training Games.
- 17 Free Training Icebreakers.
- 12 Practical Training Guides.
- 2 Course Tests.
- Reading List.
- Course Advertorial.
- Action Plan.
€ 71Add to cart