Oak Innovation Recruitment And Selection Skills Training Course


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

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Frequently asked questions from recruitment and selection training courses

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 maximized 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 across 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?


  • 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 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.

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