Professional Skills
Recruitment, Interviewing and Selection of High-Performance Employees
Quality hiring decisions build profitable and successful companies
4.7 (123 ratings)
R800.00
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Learning Outcomes
| The more skilled and confident you are at interviewing, the more likely you are to choose the right person in the first place |
Description
In the fiercely competitive climate of today, it is essential that every single employee can contribute fully from the start. NQF Level 5
Modules
| Module 1: Developing Sharp Interviewing Skills | |
| Practice and benefits of targeted interviewing and selection | |
| Identifying technical skills and knowledge requirements of the job | |
| Identifying the internal motivators and attitude requirements of the job | |
| Identifying the personality or people skill requirements of the job | |
| Develop an effective and quick pre-interview screening process | |
| Design consistent pre-interview guidelines | |
| What to do in the absence of formal position profiles | |
| Case Study: McDonalds | |
| Module 2: Legally Safe Interviewing and Hiring | |
| The legal "do's & don'ts" of pre-employment testing | |
| Legally safe interview questions | |
| The legal status of "volunteered" information | |
| Take and keep legally safe interviewing notes | |
| Module 3: Conduct More Effective Interviews | |
| Benefits of an effective interview | |
| Establish a structured selection plan | |
| Develop more successful interview questions | |
| Design more effective situational and behavioural interviewing techniques and scenarios | |
| Conducting a Structured Behavioural Interview | |
| Establish a better and quicker rapport with the candidate | |
| Improve listening skills and abilities | |
| Handle problem interviewing situations | |
| Remaining fair and objective | |
| Module 4: Streamline the Process and Make Better Hiring Decisions | |
| Conduct better reference checks | |
| Checklist: Consistently select more competent employees | |
| Reject applicants legally and safely | |
| Employer branding during the selection process | |
| Impact of interviewing and recruitment on retention | |
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