Save time and effort

Are you just looking to present your own recruitment and selection skills training courses?

Or, maybe you’re an established corporate trainer, or business manager, that wants to present new courses?

Either way, you can use this training course material to present your own courses.

Let’s explore what you will receive.

What you’ll get

• 55-page participant manual.
• 67 powerpoint slides.
• Practical exercises.
• Further reading.
• Course evaluation form.
• Action plan.

Learning objectives

At the end of this training course your participants 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.

Course outline

In an effort to provide you with as much value as possible, we’re going to show you how to deliver the key sections of this training course.

We’ve divided this training course content into 3 key steps.

1. Focus on recruitment

You may have an idea about the needs of your target audience, but you’ve got to drill down further and work out what matters most to them.

But by understanding their motivations, you can build a relationship with them.

Ask your audience:

• What are their jobs?
• How long have they been there?
• What recruitment and selection experience do they have?
• What are their pain points?
• Where will they use these new skills?

Forming this relationship is critical as it will build trust levels. And, when your audience trusts you, they will be more willing to learn from what you’re sharing.

It just takes a bit of time, but it is not difficult.

You can then use the content provided to explore areas like the selection decision, reliability, validity, and biases in selection.

This section helps your audience feel more connected to the content. And, it will enable them to build more practical skills.

2. Introduce your audience to the recruitment process

Recruitment can be stressful. Especially if a company doesn’t have an effective process.

For corporate training professionals and business managers, this is an opportunity to connect with your audience.

You have already begun to understand what they want, but with this content, you will offer your audience something essential – an effective recruitment process.

And, here’s where it gets really interesting.

With this in mind, use the content to engage in the following simple eight-step recruitment process:

1. Job analysis.
2. Source candidates.
3. The recruitment interview.
4. Types of interview questions.
5. Identifying skills.
6. Psychometric testing.
7. Reference checking.
8. Making an offer.

Not only does this content connect your audience to recruitment and selection best practices, but it increases their awareness of an effective process.

3. Learn how to measure recruitment

This section focuses on measuring the effectiveness of all recruitment efforts.

There’s a very simple way to engage your audience: show them how easy it is to measure all recruitment initiatives.

Here’s the breakdown:

• Hit rate.
• Hire ratio.
• Quality of hire.
• Interview time.
• Source cost per hire ratios.
• Interviewing cost.
• Recruiter effectiveness.
• Source cost per hire per interview.

If available, share your own perspectives on using measurement within recruitment settings. Your experiences and reflections will make the content more meaningful.

Order this training course material on recruitment and selection skills now!

Bonus: Free expert training guides

Starting today, with all Oak Innovation training course products, you’ll receive eight free training guides that will help you add extra value to your training courses.

• Training icebreakers.
• How to select training materials.
• Training games.
• How to increase participation.
• Learning how to improve your questioning skills.
• How to improve your listening skills.
• Learn how to deal with difficult people.
• How to evaluate training courses.

Did you know …?

Did you know that we link our course development process with Google’s dynamic “people also ask” search feature?

That way, you get content that is always practical and relevant.

Here are the top searches that we’re seeing people asking about recruitment and selection skills:

1. What is best practice in recruitment and selection?
2. What are the 7 stages of recruitment?
3. What are the methods of selection?
4. What are selection procedures?
5. How is recruitment related to selection?
6. What is HR recruitment and selection?
7. What is positive recruitment?
8. What is the selection process in HR?
9. How do you prepare for recruitment?
10. What is the recruitment process in HR?

What our customers say

The modules are certainly still proving useful. Every day I think of another use for them, they have come at just the right time, really excellent value for money – the complexity and depth in the materials mean we can mix and max PowerPoint presentations to suit our audiences levels and requirements.

Anita Wild, Director, Action Development Group

Wow! I just went through your course and am blown away by the content! Very well done! I feel you have provided a very complete package here. There is more than enough information here to deliver a course that produces results. Well done!

Donna M. Logan, Senior Training & Design Specialist

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Frequently asked questions

What are the three main functions of recruitment and selection programs for the organization?

Here are three of the main functions of recruitment and selection programs:

1. Attract a pool of suitable candidates.
2. Deter unsuitable candidates from applying.
3. Create a positive image of the organization.

What are the four outcomes of the selection decision for an company?

Here are the four outcomes of the selection decision:

1. Accept good performers.
2. Reject poor performers.
3. Accept poor performers.
4. Reject good performers.

In this example, outcomes 1 & 2 above need to maximize, and outcomes 3 & 4 need to be minimized

What are the six main biases that can occur during the selection process?

Here are the six main biases that you'll find:

1. Expectancy.
2. Primacy.
3. Information seeking.
4. Contrast or quota.
5. Horns/Halo.
6. Stereotyping.

What are the five main steps in an effective recruitment process?

To improve your recruitment process, consider how you would typically approach recruitment. When not organized correctly, this process can eventually impact the whole company so it's crucial to allocate your resources and time correctly.

You can arrange the recruitment process in the following manner:

1. Job analysis and job descriptions.
2. Source candidates.
3. The recruitment interview.
4. Psychometric testing.
5. Reference checking and making an offer.

What are the main advantages and disadvantages of a recruitment interview?

Advantages

• 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.

Disadvantages

• Open to errors
• Challenging for the interviewer to discriminate between relevant and irrelevant information.
• Different conclusions dependent on the type of interview conducted.
• Early impressions can negatively and inappropriately influence the interviewer’s judgment.

What are the three main functions of the recruitment interview?

A recruitment interview can help your organization deliver valuable information to potential staff, gain their trust, and build strong relationships with them into the future.

Here are the three main functions of the recruitment interview:

1. Mutual preview.
2. Assessment.
3. Negotiation.

What are the six main types of interview questions?

If you are not asking the right questions, then those interviewed will not be allowed to share their knowledge and experience, and all your recruitment efforts will be less effective.

Here are some key types of questions to use:

1. Direct or closed.
2. Leading.
3. Topic-changing.
4. Probing and developing.
5. Open-ended.
6. Reflecting back.

How do you measure a recruitment and selection program?

The following simple equations will measure your recruitment and selection initiatives:

• Hit Rate.
• Hire Ratio.
• Quality of Hire.
• Interview Time.
• Source Cost Per Hire Ratios.
• Interviewing Cost.
• Recruiter Effectiveness.
• Source Cost Per Hire Per Interview.

Can I edit the content and add my company logo?

Yes. You can now add your logo and customize the course content freely using Microsoft Word and Powerpoint. You can also deliver the course materials where, when and as often as needed.