Description

How to get training material on recruitment and selection skills and how to deliver your training courses

Although creating training material to deliver a recruitment and selection skills course from scratch is rewarding, it can take time before you will see results.

Let’s explore how you can instantly download prewritten and 100% customizable training material and start delivering this course today.

How you can deliver this course material

This recruitment and selection skills training program can be delivered by you to line-staff, general managers, and senior executives seeking a more awareness of recruitment and selection initiatives.

Well, the first thing you need to know is – regardless of the course setting, you can use this content to train your audience on these essential human resource management skills.

Secondly, you can use the material to outline the biases that can happen when selecting new employees. And, you will be able to discuss the different types of interview questions that exist. Your audience will also get to understand the types of questions that can be asked. This content will again help you provide your audience with a simple introduction to psychometric testing.

Last but not least, you should encourage your audience to explore and discuss the content provided, particularly how it relates to their current roles and by creating a safe space for them to learn.

Let’s explore what you will receive and how you can use this content.

Learning objectives

If you are looking for content to present your own business training course on recruitment and selection skills, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

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 we would use the content provided to deliver the key sections of this training course.

Recruitment – For many people, engaging within a recruitment process for the first time comes with a feeling of being overcome. And, this is natural. But taking steps to help your audience to become more comfortable doesn’t come straight away – and you certainly don’t need us to tell you that. In reality, it’s time to consider what’s involved (e.g., job analysis skills). Take time to focus on what is essential to your audience and this will provide them with the most value. The primary reason for spending time on the content in this section is that it will allow you to explore areas like the selection decision, reliability, validity, and biases in selection.

The recruitment process – Recruitment can be stressful, especially if a company doesn’t have an effective recruitment process. But, you can use the content to help your audience to engage without all the stress. Simply, follow the course materials to present the following simple recruitment process:

– Job analysis
– Source candidates
– The recruitment interview
– Types of interview questions
– Identifying skills
– Psychometric testing
– Reference checking
– Making an offer

How to measure recruitment – This section focuses on measuring the effectiveness of all recruitment efforts. These revealing equations should be used.

Focusing on measurement is one of the most important factors when it comes to engagement within this training course. But let’s be realistic – not every company believes that they have the time or resources to measure their recruitment initiatives. Nor do they always want to.

But the importance of measurement will become apparent to your audience as they progress through your course.

In particular, we’ve learned that the really smart companies include measurements like hit rate, hire ratio, and quality of hire so that they can reap the rewards. They also include a variety of measurement techniques, from interview time and source cost per hire ratios. Ask your audience also to consider specific examples of calculating interviewing cost and recruiter effectiveness.

Every company is unique. So we’ve also included information on how to measure source cost per hire per interview.

Do note that if anyone tells you that measuring recruitment isn’t essential, they’re simply wrong – and probably are still pursuing costings which most successful companies have stopped using years ago. This is something we frequently hear from clients with human resource management training needs.

Tell your audience not to use recruitment measurements in isolation. They should be used to drive even more excellent results.

In reality, understanding these measurement techniques is fundamental to make any recruitment and selection process a success.

And, please don’t discount the need for practical examples in this course. Above all, your audience will need space and time to understand these measurement techniques. If you need to, you should add a company or industry-specific examples. Specific measurement tools discussed include:

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

No experience required

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We’ve put together a whole range of informative slides, manuals, and free PDF packages to create a training course that is simple and easy to understand.

This training course material can be downloaded immediately after checkout.

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“I have been using several Oak materials for quite some time. I found the content great with comprehensive details.

This product is a well-structured series relevant to today’s HR professional. Information is well organized and easy to understand. Having the information available online speeds up cycle time and increases flexibility. Overall a welcome addition to any HR managers toolkit.”

Bernard Cronin
Director of Human Resources
Apple

“When you have an urgent need to prepare training the best thing to do is order from Oak.

We thank them for the excellent materials that they have prepared. A little permitted company-specific customization by us was enough to present a virtually perfect training session in our company. After this test, we ordered another 10 modules – quickly and conveniently. Also, I received an incredibly excellent service with a personal touch to the client-specific requirements.”

Sylvia Stoyanova
Human Resource Manager
Carlsberg

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