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This recruitment training for managers training course material is suitable for a variety of audiences, but particularly for managers who need to regularly engage and direct recruitment initiatives, such as senior leaders and human resource management teams.

Why Choose This Ready-To-Use Training Solution?

• Instant, Professional-Grade Content: Get a complete package—an expertly designed slide deck, a step-by-step participant workbook, and a full suite of real-world training tools. Start delivering results right out of the box, even if you’ve never run a training session before.
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• Engagement That Drives Learning: Energize your sessions with proven activities, icebreakers, and training games designed to boost participation and retention. Keep learners motivated and focused from start to finish.
• Comprehensive Support Materials: Access exclusive guides, custom forms, and action plans that make facilitation smooth and professional—plus bonus resources to help you deliver powerful training even if you’re new to the role.
• Time-Saving & Cost-Effective: Avoid the hassle and expense of building content from scratch or hiring outside consultants. With Oak Innovation, you get high-quality, editable resources at a fraction of the cost—plus lifetime updates to keep your training current.

Learning Outcomes Your Managers Will Achieve.

• Master the recruitment process from job analysis to making the offer.
• Identify and overcome common hiring biases.
• Conduct effective interviews using a variety of question types.
• Apply psychometric testing and reference checks confidently.
• Measure and improve recruitment effectiveness with actionable metrics.

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Oak Innovation’s training resources are celebrated for their ease of use, adaptability, and immediate impact—helping organizations across industries develop stronger teams, improve hiring decisions, and save valuable time.

Empower your managers with the skills and confidence to make smarter hiring decisions. Download Oak Innovation’s Recruitment Training for Managers and deliver a course that’s practical, engaging, and proven to work—no matter your experience level.
 

 

Learning Objectives.

Your participants will:

• Understand the importance of recruitment training for managers.
• Explore the outcomes of a selection decision.
• Understand the main biases that can occur during the selection process.
• Examine an effective recruitment process.
• Understand different types of interview questions.
• Understand the applications of psychometric testing within the recruitment process.
• Explore how to measure the recruitment process.

 

Topics Covered.

1. Introduction

• Six biases during selection.
• Expectancy.
• Primacy.
• Information seeking.
• Contrast or quota.
• Horns/Halo effects.
• Stereotyping.

2. The Four Outcomes Of The Selection Decision 
The possible outcomes of a 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 
This section discusses.

• The function of a recruitment and selection process.
• The primary purpose of a recruitment and selection process.
• Deterring unsuitable candidates from applying.
• Creating a positive image of the organization.

4. A Simple Eight-Step Recruitment Process

• Job analysis.
• How to source candidates.
• The recruitment interview.
• Different types of interview questions.
• Identifying skills.
• Psychometric testing.
• Reference checking.
• Making an offer.

5. The 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 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

• The role of mutual preview.
• Assessment.
• The role of negotiation.

7. The Six Main Interview Questions 
The main types of questions that can be used in interviews.

• Direct or closed.
• Leading.
• Topic-changing.
• Probing and developing.
• Open-ended.
• Reflecting.

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.

 

What You Get:

• Instructor Manual [NEW]
• Slide Deck (88 slides)
• Course Workbook (57 pages)
• Training Games
• Icebreakers
• Activities And Exercises
• Training Guides
• Reading Lists
• Assessment Tools
• Marketing Materials
• Action Plans