Ref Dates Venue Fees CPE Credits Registrations
HR107 10 - 14 Mar 2019 Dubai US$4,950 30 Register
HR107 29 Dec 2019 - 02 Jan 2020 Dubai US$4,950 30 Register
INTRODUCTION

This programme takes an in-depth look the complex issues for the successful delivery of Recruitment and Selection projects/campaigns. However, international companies have found to their cost that inappropriate Recruitment and Selection decision(s) can have far reaching consequences for the business and the individual concerned.

There is empirical evidence by employing the latest Recruitment and Selection processes will significantly increase the likelihood of recruiting the best candidates for any organisation. The programme includes:

  • Leading Edge Techniques Using Real Life Examples to Aid Learning
  • The Use and Misuse of Social Media in Recruitment
  • Using Competency Frameworks for Recruitment, Job Competency and Future Promotion
  • The Use of Competencies to Improve Appraisal Interviewing
  • Employing Psychometric Testing
  • Behavioural Interviewing and using the STAR approach
  • The benefit of additional Supporting Methodologies

Sadly, the result of poor decisions require an even greater amount of resources and effort to correcting the initial ‘mistake’  made at the point of Recruitment. Employing the techniques in this programme will reduce this possible outcome significantly.

WHO SHOULD ATTEND?
  • Senior HR Managers who have the overall responsibility for recruitment and selection in their respective organisations
  • Senior Line Managers involved in assessing job requirements, performance issues and developing competency in members of staff
  • Line managers who from time to time assess candidates during the recruitment process
  • Professionals whose key accountability is in the provision and development of key members of staff
  • Recruitment Consultants who are involved on an ongoing or everyday basis
  • Coordinators who are responsible for managing all of the resources during the recruitment process
PROGRAMME OBJECTIVES
  • To examine numerous leading edge techniques and develop skill practice in various behavioural based approaches to Recruitment and Selection
  •  Discuss potential outcomes and consequences when employing a variety of approaches including social media techniques 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 both general ability and attributes tests
  • To experience and use Myers Briggs (MBTI); Review SHL’s OPQ 32 reporting material including feedback on personality questionnaires
  • Understand the benefits and use of assessment centre approaches 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
TRAINING METHODOLOGY

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 organisations either in general session or individually with the programme leader.

PROGRAMME SUMMARY

This programme 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 organisations to change their approach to recruitment and selection by constructing objective information and presentations.

PROGRAM OUTLINE
Day 1 - The Recruitment and Selection Process
  • Introductions, programme 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 + syndicate exercise
  • Interview process, and practice session 1
  • Targeted interview practice session 2
  • Review of day two and links to day three
 
Day 3 - The use of psychological test data in the Recruitment process
  • Coding example 2 + syndicate exercise
  • Examining the results including standardisation and drawing conclusions – syndicate exercise
  • Review of psychometric tests available in the selection and recruitment process
  • Analyse 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 case study
  • Administration and guidelines for the use of psychometric testing
 
Day 4 - Dealing with the results, drawing conclusions, and feedback
  • Application of psychometric tests including use of a type indicator (MBTI) and putting feedback into context
  • Best fit analysis.+ demonstration
  • The four scales, what do they mean? – syndicate exercises
  • Recruitment and selection results and employing them as a development tool
 
Day 5 - Finding Candidates using Creative Methods and Techniques
  • The latest techniques in advertising for vacancies. The use of the internet and social media techniques – syndicate exercise
  • How to short list, avoiding bias and lots of hard work
  • Examination of an assessment centre 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 programme review, presentation of certificates and CPE points
ACCREDITATIONS

Employee Assistance Certification Commission (EACC), an autonomous credentialing body established by EAPA to maintain and administer all aspects of the CEAP® program, has approved this course for 25 professional Development Hours (PDHs).

The use of this logo is not an endorsement by EAPA of the quality of the course. It means that this course has met the EAPA’s criteria to the pre-approved for CEAP® certification or recertification PDHs.

This activity has been pre-approved by the Human Resources Certification Institute (HRCI). Participants attending this training session are entitled to receive: 25 General Recertification Credit Hours.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit

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© 2019. Material published by Euromatech shown here is copyrighted.

All rights reserved. Any unauthorized copying, distribution, use, dissemination, downloading, storing (in any medium), transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.




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Recruitment, Selection and Retention:
Creating a Highly Competent Motivated Workforce



Upcoming Dates

10 - 14 Mar 2019 in Dubai, $4,950

29 Dec 2019 - 02 Jan 2020 in Dubai, $4,950



INTRODUCTION

This programme takes an in-depth look the complex issues for the successful delivery of Recruitment and Selection projects/campaigns. However, international companies have found to their cost that inappropriate Recruitment and Selection decision(s) can have far reaching consequences for the business and the individual concerned.

There is empirical evidence by employing the latest Recruitment and Selection processes will significantly increase the likelihood of recruiting the best candidates for any organisation. The programme includes:

  • Leading Edge Techniques Using Real Life Examples to Aid Learning
  • The Use and Misuse of Social Media in Recruitment
  • Using Competency Frameworks for Recruitment, Job Competency and Future Promotion
  • The Use of Competencies to Improve Appraisal Interviewing
  • Employing Psychometric Testing
  • Behavioural Interviewing and using the STAR approach
  • The benefit of additional Supporting Methodologies

Sadly, the result of poor decisions require an even greater amount of resources and effort to correcting the initial ‘mistake’  made at the point of Recruitment. Employing the techniques in this programme will reduce this possible outcome significantly.

WHO SHOULD ATTEND?
  • Senior HR Managers who have the overall responsibility for recruitment and selection in their respective organisations
  • Senior Line Managers involved in assessing job requirements, performance issues and developing competency in members of staff
  • Line managers who from time to time assess candidates during the recruitment process
  • Professionals whose key accountability is in the provision and development of key members of staff
  • Recruitment Consultants who are involved on an ongoing or everyday basis
  • Coordinators who are responsible for managing all of the resources during the recruitment process
PROGRAMME OBJECTIVES
  • To examine numerous leading edge techniques and develop skill practice in various behavioural based approaches to Recruitment and Selection
  •  Discuss potential outcomes and consequences when employing a variety of approaches including social media techniques 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 both general ability and attributes tests
  • To experience and use Myers Briggs (MBTI); Review SHL’s OPQ 32 reporting material including feedback on personality questionnaires
  • Understand the benefits and use of assessment centre approaches 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
TRAINING METHODOLOGY

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 organisations either in general session or individually with the programme leader.

PROGRAMME SUMMARY

This programme 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 organisations to change their approach to recruitment and selection by constructing objective information and presentations.

PROGRAM OUTLINE
Day 1 - The Recruitment and Selection Process
  • Introductions, programme 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 + syndicate exercise
  • Interview process, and practice session 1
  • Targeted interview practice session 2
  • Review of day two and links to day three
 
Day 3 - The use of psychological test data in the Recruitment process
  • Coding example 2 + syndicate exercise
  • Examining the results including standardisation and drawing conclusions – syndicate exercise
  • Review of psychometric tests available in the selection and recruitment process
  • Analyse 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 case study
  • Administration and guidelines for the use of psychometric testing
 
Day 4 - Dealing with the results, drawing conclusions, and feedback
  • Application of psychometric tests including use of a type indicator (MBTI) and putting feedback into context
  • Best fit analysis.+ demonstration
  • The four scales, what do they mean? – syndicate exercises
  • Recruitment and selection results and employing them as a development tool
 
Day 5 - Finding Candidates using Creative Methods and Techniques
  • The latest techniques in advertising for vacancies. The use of the internet and social media techniques – syndicate exercise
  • How to short list, avoiding bias and lots of hard work
  • Examination of an assessment centre 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 programme review, presentation of certificates and CPE points
ACCREDITATIONS

Employee Assistance Certification Commission (EACC), an autonomous credentialing body established by EAPA to maintain and administer all aspects of the CEAP® program, has approved this course for 25 professional Development Hours (PDHs).

The use of this logo is not an endorsement by EAPA of the quality of the course. It means that this course has met the EAPA’s criteria to the pre-approved for CEAP® certification or recertification PDHs.

This activity has been pre-approved by the Human Resources Certification Institute (HRCI). Participants attending this training session are entitled to receive: 25 General Recertification Credit Hours.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit

© 2019. Material published by Euromatech shown here is copyrighted. All rights reserved. Any unauthorized copying, distribution, use, dissemination, downloading, storing (in any medium), transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.

VAT Announcement: The Government of UAE have introduced Value Added Tax (VAT) on goods and services from 01-January-2018. In compliance with the legislation issued by the UAE Government, we will be applying a 5% VAT on the fees for all our programs and services offered from January 2018 as applicable and stipulated in the FTA circulars.

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© 2019. Material published by Euromatech shown here is copyrighted.

All rights reserved. Any unauthorized copying, distribution, use, dissemination, downloading, storing (in any medium), transmission, reproduction or reliance in whole or any part of this course outline is prohibited and will constitute an infringement of copyright.

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