Recruiting & Interviewing Using a Competency Approach (2 day course)

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Provider: Logo Results Driven Group

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Overview

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Schedule:
During the day
Location type:
Open
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vat information, completion, moment, starting dateplaces, region, and run time are unknown for this course.

For HR professionals and managers

Overview:

Poor recruitment decisions can be very costly in terms of reduced productivity and quality, increased
customer complaints, wasted management time, low team morale and potential legal costs.

Suitable for:

Line Managers and HR Professionals who need to understand and plan a recruitment and selection process based on their organisations competency framework

The Programme Topic Areas are:

  • Understand what competences are, their advantages and disadvantages
  • The importance of recruiting for performance
  • An overview of the recruitment process
  • Legislation affecting recruitment and selection
  • Competencies and competency frameworks
  • Preparing a role pr…

Read the complete description

Description

For HR professionals and managers

Overview:

Poor recruitment decisions can be very costly in terms of reduced productivity and quality, increased
customer complaints, wasted management time, low team morale and potential legal costs.

Suitable for:

Line Managers and HR Professionals who need to understand and plan a recruitment and selection process based on their organisations competency framework

The Programme Topic Areas are:

  • Understand what competences are, their advantages and disadvantages
  • The importance of recruiting for performance
  • An overview of the recruitment process
  • Legislation affecting recruitment and selection
  • Competencies and competency frameworks
  • Preparing a role profile
  • Plan an objective, systematic recruitment and selection process based on competencies
  • Designing and developing an effective well-structured competency based interview
  • Practice effective competency based interviewing and receive constructive feedback
  • Effective questioning of a candidate against agreed competencies
  • Explain how data collected during a competency based interview is classified and evaluated so as to make effective and fair selection decisions
  • Using STARs to capture and evaluate behavioural evidence
  • Practice in competency based interviewing
  • Summary & action plans agreed

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