• Describe the key pieces of legislation affecting recruitment

• Plan and prepare for a selection interview.

• Identify where you can improve your existing interview techniques

• Contribute to the interview process with increased confidence

• Project a professional image during the interview that puts the candidate at ease.

• Make effective decisions about each candidate

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THE IMPORTANCE OF GETTING IT RIGHT

 

• The costs of getting it wrong

• Potential discrimination during the recruitment process

• Preparing for Interviews

• Using recruitment and selection documentation effectively, including the job profiles, job descriptions and person specifications.

• Identifying the criteria against which to select the most suitable candidate.

• Preparation ahead of an interview.

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THE INTERVIEW ENVIRONMENT

 

• The style of interview appropriate for the client’s organisation.

• Creating the right environment conducive for the candidate to do their best.

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CONDUCTING SUCCESSFUL INTERVIEWS

 

• The structure of the interview

• Interviewing skills such as questioning and listening

• Choosing appropriate questions to achieve results

• The importance of legal compliance and discrimination risk points

• Interview simulation

• Note taking and recording information.

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CANDIDATE ASSESSMENT

 

• Assessing candidates based on the information gained at interview

• Getting the balance on selecting for attitude and behaviours rather than trainable skills

• Being prepared to not recruit if there is no suitable candidate

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