Recruitment & Selection Training (Mini)

Recruitment & Selection Training (Mini)

Course Overview:

Behaviour Interviewing is a very reliable and valid candidate selection technique. While we all may say that past behaviour is the best indicator of future behaviour, we don’t act as if we believe this when we are interviewing candidates—often because we aren’t certain how to ask questions that will tell us about past performance.

This workshop concentrates on the pre-interview preparation, developing questions and their value, the interview techniques that get specific, behaviour-based examples of past performance, and the strategies that follow through on this process.

Course Outline:

SECTION 1:    Job Descriptions    

  • Preparing a Job Description

SECTION 2:    Interview Preparation and Format   

  • An Objective Interview
  • Interview Preparation
  • The Interview Format

SECTION 3:    Barriers    

  • Candidate Problems
  • Interviewer Problem

SECTION 4:    Interviewing Techniques

  • Technical Skills Questions
  • Behavioural Questions
  • Critical Incident Questions
  • Holistic Questions
  • Observation

SECTION 5:    Scoring Responses

  • Interview Guideline

Course reference: RCT315

Duration: Half Day (½ Day)

Time: 09h00 - 13h00

Type: Onsite at your work premises, Open (Public) Course, E-learning (Online) course, Online via Google Meet

Fact: Getting it right when it comes to recruiting is vital. Employing the incorrect person costs companies hundreds of thousands of rands.

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Training Methods: This workshop includes dynamic trainee/trainer interactions and discussions, written and oral exercises, role plays, case studies, reflection, quizzes and a workbook for each participant to take back to the workplace.

Target Audience: Everyday managers and staff who recruit employees and who need to increase their abilities in selecting the best possible staff for the position.

  • I have certainly learnt a lot that will definitely be taken back to my workplace.

    Samantha: Customer Service Training

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