21 - 25 Apr 2025
London (UK)
Hotel : Landmark Office Space - Oxford Street
Cost : 5775 € Euro
Recruitment and selection can be a very expensive and time-consuming process, however, there is evidence that employing the latest recruitment and selection methodologies and techniques increase the likelihood of successfully recruiting the best candidate for any intended role.
The program will explore a number of techniques that will most certainly transform your competence as a recruiter or interviewer in either recruitment/selection or development and appraisal opportunities.
To examine numerous interviewing techniques and practice the process of behavioral or targeted interviewing.
Discuss potential outcomes when using a variety of approaches to recruitment and selection
Consider a variety of techniques and methodologies to differentiate the excellent from ‘the average’ candidate using Competency frameworks
Explore the appropriate use of various psychometric tests including general ability and attributes tests.
Experience the use of Myers Briggs (MBTI) and review SHL’s OPQ 32 reporting material including feedback on personality questionnaires
Understand the benefits of developing an assessment center to test candidates against future job requirements
Examine various Emotional Intelligence (EI) tools to test the potential of the candidate(s) including Daniel Goleman’s research and theory
Develop your influencing skills by making persuasive presentations of key requirements in planning recruitment/selection campaigns
Practice all of the techniques to achieve understanding and competence in a friendly and supportive environment
Delegates will learn and develop competence by a combination of mini case studies, use of course material, practical exercises, and role-play opportunities. There will be adequate provision made to share real-life issues and experience back in their organizations either in general sessions or individually with the program leader.
This conference develops the essential skills, knowledge, and methodologies to successfully perform recruitment and selection assessment, and then explores the individual competence of the decision-makers. Finally, how to influence organizations to change their approach to recruitment and selection by constructing objective information and presentations.
Day 1: The Recruitment and Selection Process
Introductions, program objectives and ways of working
The key elements, competencies and person specification
The five types of interview styles
The principles of conducting a targeted interview
Review of day one and links to day two
Day 2: Interviewing in action, exploring the outcome(s)
Developing rules of evidence for assessment
Coding example 1: The rules of coding and syndicate exercise
The interview process, and practice session 1
Targeted interview practice session 2
Review of day two and links today three
Day 3: The use of psychological test data in the Recruitment process
Coding example 2 + syndicate exercise
Examining the results including standardization and drawing conclusions - syndicate exercise
Review of psychometric tests available in the selection and recruitment process
Analyze and complete the MBTI Personality questionnaire
The increasing use of Emotional Intelligence in the Recruitment process - Daniel Goleman’s model
Additional insights into personality profiling including the case study
Administration and guidelines for the use of psychometric testing
Review of day three and links today four
Day 4: Dealing with the results, drawing conclusions, and feedback
Application of psychometric tests including the use of a type indicator (MBTI) and putting feedback into context
Best fit analysis and demonstration
The four scales, what do they mean? - syndicate exercises
Recruitment and selection results and employing them as a development tool
Review of day four and links today five
Day 5: Design and deployment of Assessment Centres
The latest techniques in advertising for vacancies - syndicate exercise
How to shortlist, avoiding bias and lots of hard work
Examination of an assessment center approach - training of the assessors
Deciding on the tools and techniques to use in the assessment and what are the consequences
The resources required in order to run a successful recruitment or selection process
End of program review, presentation of certificates and CPE points