Strategic Talent Acquisition: Recruitment and Selection Methodologies and Techniques

Introduction:

Enhance your recruitment skills with modern techniques and tools through new recruitment and staffing management practices to become an exceptional talent acquisition specialist. Explore various talent acquisition certification courses and develop the skills necessary to manage successful recruitment processes.

Recruitment and selection are often costly and time-consuming, but applying the best methodologies and techniques significantly increases the likelihood of hiring the right candidates for any role.

The Strategic Talent Acquisition: Recruitment and Selection Methodologies and Techniques course is designed to provide advanced methodologies that will be invaluable for recruiting and interviewing candidates. This program will also assist in the development and appraisal of candidates.

Objectives:

At the end of this Strategic Talent Acquisition: Recruitment and Selection Methodologies and Techniques course, participants will be able to:

• Analyze and apply a variety of interviewing methods, including behavioral and targeted interviewing.
• Assess the potential outcomes of different recruitment and selection strategies.
• Use competence frameworks to differentiate superior candidates from average ones.
• Appropriately incorporate psychometric tests, including general ability and attribute tests.
• Interact with Myers-Briggs Type Indicator (MBTI) and review SHL’s OPQ 32 Reporting, including feedback on personality questionnaires.
• Design assessment centers to evaluate candidates based on future job requirements.
• Utilize Emotional Intelligence (EI) research, particularly Goleman’s model, to assess candidate suitability.
• Build influencing skills to effectively present recruitment and selection specifications to candidates.
• Practice all methods in a supportive environment to achieve understanding and competence.

Training Methodology:

• Workshops
• Case studies
• Role-playing
• Group discussions
• Simulations
• Problem-based learning
• Formal presentations
• Interactive exercises
• Assessment and feedback

Course Outline:

Unit 1: The Recruitment and Selection Process

• Core competencies and characteristics of candidates James and Carlos.
• Five distinctive interview styles.
• Behavioral interviewing techniques: Target Interview.

Unit 2: Interviewing in Action, Exploring The Outcomes

• Assessment evidence collection.
• Coding examples and exercises: Syndicate exercise coding.
• Conducting an interview process.
• Career development targeted interviews.

Unit 3: The Use of Psychological Test Data in the Recruitment Procedure

• Coding examples related to psychometric tests and syndicate exercises.
• Results and standardization procedures of psychometric testing.
• Overview of psychometric tests used in recruitment and selection.
• Data collection and administration of the MBTI Personality questionnaire.
• Application of Emotional Intelligence in recruitment using Daniel Goleman’s model.
• Personality profiling and its case study application.
• Rules for administering and interpreting psychometric testing.

Unit 4: Dealing With The Results, Conclusions, and Feedback

• Implementation of psychometric procedures and feedback interpretation.
• Best fit analysis and demonstration.
• Understanding the implications of four scales.
• Utilizing recruitment and selection findings for personal development.

Unit 5: Design and Deployment of Assessment Centres

• New strategies for recruiting positions.
• Screening and shortlisting without bias.
• Evaluation of an assessment center model and assessor training.
• Selection of instruments and procedures for evaluating candidates.
• Essential items for conducting successful recruitment and selection.