Recruitment And Selection

Oak Innovation

$29.95

SKU: HRMR Category:

Description

How to get training course materials on recruitment and selection

Are you looking to run your own training course on recruitment and selection? Great news, we’ve done the hard work for you.

This training course is specifically designed to build recruitment skills at all levels within the workplace (e.g., managers, team leaders, supervisors and front line staff).

The course material can also be easily integrated within all types of personal and leadership development programs that may be planned.

What training professionals and business managers should know about delivering these recruitment and selection training course materials

Instruct your participants on biases that can happen when selecting new employees. And, discuss the different types of interview questions that can be used.

Use the content to instruct your participants on psychometric testing. And, share the formulas needed to measure recruitment and selection efforts.

These formulae include hit rate, hire ratio, and quality of hire. Plus, interview time and source cost per hire ratios.

Discuss specific examples on calculating interviewing cost and recruiter effectiveness. As well as measuring source cost per hire per interview.

Course overview

Recruitment – The course begins by exploring the selection decision, reliability, validity and biases in selection.

The recruitment process – Use the course material to examine a 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 their recruitment efforts. Specific measurement tools 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

Course objectives

Upon completion 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.

What you get

You will instantly receive the following training course materials to deliver your own recruitment and selection training courses:

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

Bonus free training materials available

You will also receive the following free training guides:

  • How to use icebreakers
  • How to use training games
  • How to improve listening skills
  • How to improve questioning skills
  • How to select materials
  • How to increase participation
  • How to deal with difficult people
  • How to evaluate training courses

Frequently asked questions from recruitment and selection training courses

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

  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 organization?

  1. Accept Good Performers
  2. Reject Poor Performers
  3. Accept Poor Performers
  4. Reject Good Performers

Outcomes 1 & 2 need to maximized Outcomes 3 & 4 need to be minimized

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

  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?

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

What five steps are involved within a normal recruitment process?

  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 three main functions of the recruitment interview?

  1. Mutual preview
  2. Assessment
  3. Negotiation

What are the six main types of interview questions?

  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 can be used to 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 own company logo?

Yes. You can now add your own logo's 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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Customer stories

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

This 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 great 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 – easily and conveniently. In addition, I received an incredibly good service with a personal touch to the client-specific requirements.”

Sylvia Stoyanova
Human Resource Manager
Carlsberg

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