COURSE OBJECTIVES
By the end of this training program, participants will be able to:
- Refine advanced recruiting strategies and processes that align with organisational objectives.
- Develop stronger skills in candidate sourcing techniques, including behavioural evaluations.
- Enhance assessment techniques through technical evaluations.
- Optimise recruitment efficiency by integrating technology into the hiring process.
- Utilise data analytics to improve recruitment strategies and decision-making.
- Apply legal and ethical considerations to ensure a compliant recruitment process.
- Implement strategies that promote diversity, equity, and inclusion in hiring practices.
TARGET AUDIENCE
- Recruitment specialists seeking to improve their skill sets.
- Experienced HR professionals in talent acquisition.
- Mid-level managers participating in hiring decisions.
- Team leaders responsible for managing recruitment.
- Supervisors involved in the hiring process.
- Intermediate-level HR consultants specialising in recruitment strategy.
- Professionals aiming to enhance their expertise in recruitment practices.
DAY 1: Advanced Recruiting Strategies
- Create a detailed recruitment strategy aligned with organisational objectives and growth plans.
- Strengthen employer branding to draw in top-tier talent.
- Implement competency-based hiring to accurately evaluate candidate compatibility.
- Engage in advanced workforce planning to pinpoint talent shortages for future requirements.
- Leverage data analytics to enhance recruitment performance indicators and hiring success rates.
DAY 2: Sourcing and Candidate Attraction
- Employ sophisticated sourcing methods via social media, professional networks, and niche job boards.
- Develop proactive talent pipelines through industry conferences and talent communities.
- Enhance employer referral programs to secure higher-quality candidates.
- Craft engaging job descriptions that reflect the company’s value proposition.
- Improve candidate experience and engagement during the entire recruitment process.
DAY 3: Candidate Evaluation and Selection
- Design interviews by blending structured and unstructured formats suitable for various roles.
- Apply behavioural and situational interviewing methods to evaluate practical skills.
- Utilise psychometric evaluations and skill assessments to confirm technical capabilities.
- Recognise and address unconscious bias in the evaluation procedure.
- Establish decision-making frameworks for choosing the most suitable candidate based on data-driven insights.
DAY 4: Recruitment Technology and Tools
- Choose and enhance Applicant Tracking Systems (ATS) to streamline recruitment processes.
- Integrate AI and automation to boost candidate sourcing, screening, and scheduling efficiency.
- Use video interviews and virtual assessments for remote hiring purposes.
- Analyse recruitment data and trends to inform hiring decisions.
- Incorporate recruitment marketing tools for targeted outreach and branding efforts.
DAY 5: Legal and Ethical Considerations in Recruitment
- Understand employment laws, regulations, and compliance standards related to recruitment.
- Uphold ethical recruiting practices while safeguarding candidate privacy and data security.
- Promote diversity, equity, and inclusion by integrating these values into the recruitment approach.
- Prevent discriminatory practices throughout recruitment, selection, and onboarding processes.
- Negotiate contracts and comprehend the legal landscape surrounding employment terms.
