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MANAGEMENT DEVELOPMENT COURSE

Today’s workplace has changed

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  • Time is in short supply

  • How we consume information has changed

  • Attention spans have shrunk

  • Maximising employee productivity is a key commercial objective

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So where is the ‘space’ for learning and development?

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As a team of learning and development professionals with decades of experience between us, we’ve transformed the performance of thousands of individuals, but experience alone is not enough. The method of training delivery is now equally important as the content of the course.

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Recruitment & selection training

Successful recruitment & selection

The selection of new employees can be a long drawn out and expensive process. We must do everything we can to ensure that when we do make a decision we choose the right person.

A robust selection process will minimise the risk of this happening and, of course, effective interviewing needs to be part of that.

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This course can be run with practical role play which would take place after the initial training. This can be run online with a trainer or in a classroom.

Learning outcomes

By the end of the programme delegates will be able to:

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  • Identify the key stages of the recruitment and selection process and the current best practice in relation to each stage

  • Identify and describe the purposes and potential uses of recruitment and selection documentation and the consequences of inappropriate / incomplete records

  • Identify ways of ensuring fair, equitable and legal decision making with the recruitment and selection process.

  • Identify inappropriate actions and behaviours on the part of those involved in recruitment and selection and explore strategies for dealing with these.

  • Identify key principles for drawing up legal and effective person specifications.

  • Identify the purpose and key principles of effective short-listing in recruitment and selection.

  • Identify potential difficulties with short-listing and ways of overcoming these.

  • Provide an opportunity for participants to practise completing short-listing documentation, ensuring a fair and accurate assessment of evidence.

  • Explain the difference between traditional methods of selection interviewing and behaviour-based selection interviews.

  • Highlight the advantages of structured behaviour-based interviews.

  • Be able to run an effective recruitment interview

Programme content covers

  • Identify the importance of an effective recruitment strategy.

  • Recognise the cost of getting recruitment wrong.

  • Identify the key stages of the recruitment and selection process and the current best practice in relation to each stage.

  • Describe the purposes and potential uses of recruitment and selection documentation and the consequences of inappropriate/incomplete records.

  • Describe ways of ensuring fair, equitable and legal decision making with the recruitment and selection process.

  • Identify strategies for dealing with inappropriate actions and behaviours on the part of those involved in recruitment and selection.

  • Understand the purpose of the person specification when recruiting and selecting.

  • Identify key principles for drawing up legal and effective person specifications.

  • Understand the purpose and key principles of effective short-listing in recruitment and selection.

  • Identify ways of overcoming potential difficulties with short-listing.

  • Describe how to complete short-listing documentation to ensure a fair and accurate assessment of evidence.

  • Describe the differences between traditional interview methods and behaviour-based interviews.

  • Define the advantages of structured behaviour-based interviews.

  • Plan and prepare a selection interview.

  • Carry out a selection interview.

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