Dates: 13 – 14 Mar / 15 – 19 Apr 2024
Locations: Johannesburg, South Africa
Platform: Available In-Class / Online
This course will cover all the critical areas regarding tools and techniques employed in that process. Delegates will acquire and develop the essential skills that will enhance their competence and at the same time improve the entire Recruitment process that relates to delivering high end service to the organisation. Psychometric Analysis can play a significant part in the decision-making process if used correctly and carefully. Here we will take time to understand the impact of this particular method of assessing a candidate’s personality and general ability against the demands of the role.
This training course has been developed to address the issue of ensuring organisations have in place a ‘robust’ and reliable Recruitment & Assessment Process. Protagonists will champion a particular approach or process, which may, or may not be right for every organisation. On reflection, the recruitment process can appear to be too arduous and time consuming, however in the marketplace today it is imperative for both the recruiting organisation and the candidate that the right outcome is achieved for both parties.
This course is designed to examine every element of the recruitment process in detail from how the initial contact(s) are made to finally appointing the chosen candidate. This will enable delegates to make their own minds up as to “what is right process for their organization”, to deliver the best results for them currently and in the future. Additionally, this course addresses the importance of having the appropriate resources available and how to achieve this to increase the probability of success.
Upon completion of this course, participants will be able to:
Examine the total process of Advanced Recruitment, Psychometric Analysis and Assessment techniques
Discuss at every stage potential outcomes and consequences when employing a variety of instruments /tools and techniques
Create a methodology to be well placed to successfully differentiate between the good and excellent candidate consistently
Explore the use of Psychometric Analysis, both Personality and General Ability instruments along with the benefits, challenges, and guidelines
The benefits of adopting an assessment-based process
Examine the benefits of object, rather than subjective data in the decision-making process
Develop sound reasoning for adopting certain approaches when considering multiple role
The Advanced Recruitment, Psychometric Analysis & Assessment training course will be of great value for a wide range of professionals engaged in this activity for their respective organisations, especially.
Recruitment Officers / Consultants
Recruiting Managers, (the line manager responsible for the new recruit(s)
HR Managers / Team Leaders and Officers
Professional Recruiters newly engaged in this activity
Members of staff who are involved in the administration process
Coordinators who are responsible for the management of all the resources during the recruitment process
Professionals who act as a point of contact with Recruitment Agencies
Our diverse instructional approaches ensure effective learning:
– Lectures & Presentations: Engage with expert-driven, stimulating content.
– Course Material: Access well-crafted supporting resources.
– Group Work: Collaborate on discussions and case studies for practical insights.
– Workshops & Role-Play: Participate in immersive, scenario-based activities.
– Practical Application: Focus on applying theoretical knowledge in real situations.
– Post-Training Support: Receive extensive support after training for skill implementation.
Module 1: Introduction to Recruitment Tools & Techniques
Programme Objectives, expectations
Understanding the Recruit, you are Looking for, the key Attributes
Creating the Person Specification
Considering and Selecting the Potential Tools and Techniques to use for a given situation
Constructing the Recruitment and Decision-Making Process
Review of day one
Module 2: Interview Techniques and links to the Decision-Making Process
Types of Interviews; Strengths and Weaknesses
Common Assumptions and Mistakes
Interviewing in Practice
Examining the Data to make Informed Decisions
How to Remove Bias and Ensure Fairness
Module 3: Selecting the Appropriate Level & Content of Psychometric Analysis
Differentiation between General Ability and Personality Profile Tests
Examination and discussion on the Commonly used Instruments – (Motivation Questionnaire,
Graduate & Management Assessment Series)
Example of Personality Instrument and Feedback Techniques
Agreeing Development Projects and Learning Logs
Making the Contract with the Applicant (Confidentiality)
Module 4: Psychometric Analysis the Law and Normalising the Results
Validity, Reliability, Norm Tables; Care and Security of Completed Tests
Reviews of Various Psychometric tests to ensure ‘currency’
Examination of Competency Frameworks
The Relationship Between Recruitment Data and Development Needs
The Reliability and Effectiveness of Recruitment Tools and Techniques
Module 5: Assessment Centres; Results and Competence
Examination of Online Tools and Techniques
Constructing an Assessment Centre
Developing the Right Level of Resources
Tracking the on-going Development of Staff
Measuring and Auditing Recruitment & Assessment Results