Behavioural Based Recruitment & Selection

Ref	HR 650
Dates	12 - 16 December 2010
Venue	Dubai
Fees	US$ 3850
CPE Credits	30

 

 

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

INTRODUCTION

• Master a behaviour based interview technique to improve the quality of the decision making, not only at the point of recruitment and selection but in a number of work situations
• Develop a specific questioning style to ask insightful questions
• Master the techniques involved in developing assessment processes
• Understand there may be a potential performance gap between the candidate and the intended role and how to address it
• Review two of the world’s leading personality questionnaires - Myers Briggs (MBTI) and OPQ32
• Enjoy the experience in a friendly and engaging environment

WHO SHOULD ATTEND?

• All managers/personnel, at any level in the organisation who are required to interview for selection or recruitment purposes both within and outside the company
• All HR professionals or managers of teams involved in both staff development and appraisals

PROGRAMME OBJECTIVES

• Master the process of the behavioural interviewing and put it into practice
• Consider a variety of techniques to establish the competency of a candidate
• Explore the appropriate use of various psychometric tests including:
  • general ability and attribute tests, using SHL's battery of verbal and numerical reasoning tests
  • personality tests using both Myers Briggs (MBTI ) and SHL's OPQ32 personality questionnaires
• Understand the potential pitfalls stemming from the inappropriate use of psychometric testing in the selection process
• Examine various Emotional Intelligence (EI) techniques to test the potential of the candidate(s)
• Construct a “blue print” to be used when designing a recruitment or selection process
• Practice the techniques to achieve competence in a friendly and supportive environment

TRAINING METHODOLOGY

Participants will have the opportunity during the programme to experience and interact with the various techniques and methodologies to develop a level of skill and knowledge that can be immediately employed back at work.

The programme is very interactive with regular opportunities for syndicate and group discussion to enhance understanding and these competencies will be emphasised:

• Taking the Initiative
• Achieving Results
• Independence
• Tenacity
• Using Interpersonal Awareness
• Concern for making an Impact
• Thinking Analytically
• Making effective decisions

PROGRAMME OUTLINE

DAY 1 - The start of the process preparation for conducting the Behavioural Interview

• Introductions, programme objectives including overview
• The key elements, competencies and person specification
• The five types of interview styles, strengths and weaknesses
• The principles of the Behavioural interview (thoughts, conversations and actions)
• Review of day one and links to day two

DAY 2 - The Behavioural Interview in action

• Target data/rules of evidence
• Coding example 1; The rules of coding and syndicate exercise
• The Behavioural interview process, practice session 1 (everyone will have the opportunity to conduct an interview)
• The behavioural interview practice session 2
• Review of day two and links to day three

DAY 3 - The Behavioural process in action

• Coding example 2 and syndicate exercise
• Examining the results including standardisation and drawing conclusions - syndicate exercise
• Review various psychometric tests available in the selection and recruitment process
• Discussion and syndicate exercise based on new research regarding Emotional Intelligence techniques and the effects on the organisation
• Psychometric testing, when to use and why including a case study
• The administration and guidelines for the use of psychometric testing
• Review of day three and links to day four

DAY 4 - Design of the Recruitment and Selection assessment process

• Application of psychometric tests including use of a type indicator (MBTI) and putting feedback into context
• Best fit analysis and demonstration
• The four scales, what do they mean for me? - syndicate exercises
• The use of behavioural information as a development tool
• Review of day four and links to day five

DAY 5 - Pulling the whole Selection and Recruitment process together

• The latest techniques in advertising for vacancies - syndicate exercise
• How to short list avoiding bias and lots of hard work
• Deciding on the tools and techniques to use in the assessment and why
• The resources required in order to run a successful recruitment or selection process - syndicate exercise to create “blue print”
• End of programme review

 

 

To Register on this seminar, please click here