Strategic Recruitment

Level
Total time
Logo Hemsley Fraser

Need more information? Get more details on the site of the provider.

Starting dates and places

This product does not have fixed starting dates and/or places.

Description

Overview

Course duration: 1 day.

Find out how to link your recruitment strategy to organisational strategy, values and direction.

The economic environment remains a challenging one, though there are hints that the corner has been turned and recovery is on the horizon.

Getting the right people in the right place is now more important than ever in the commercial sector if businesses are to react quickly and gain an advantage over competitors.

For public sector organisations the outlook is one of an impending election and spending cuts. However, delivering the demanding efficiencies that will be required without impacting on frontline services will need talented people in the right roles - so r…

Read the complete description

Frequently asked questions

There are no frequently asked questions yet. Send an Email to info@springest.co.uk

Didn't find what you were looking for? See also: IT Service Management, Strategy, ITIL Foundation, ITIL Service Manager, and ITIL Practitioner.

Overview

Course duration: 1 day.

Find out how to link your recruitment strategy to organisational strategy, values and direction.

The economic environment remains a challenging one, though there are hints that the corner has been turned and recovery is on the horizon.

Getting the right people in the right place is now more important than ever in the commercial sector if businesses are to react quickly and gain an advantage over competitors.

For public sector organisations the outlook is one of an impending election and spending cuts. However, delivering the demanding efficiencies that will be required without impacting on frontline services will need talented people in the right roles - so recruiting strategically is of great importance.

A truly strategic approach to recruitment should focus on aligning resourcing strategy with long term organisational objectives, connecting recruitment with organisational values and optimising your approach to maintain flexibility in your workforce. Today, attracting and retaining the best candidates from the widest possible pool truly requires new strategies in recruitment and retention practices to entice the wealth of talented and enthusiastic candidates that your competitors are trying to win.

Harnessing stretched resources – people, financial and time – and focusing your efforts to get best results is imperative in the current climate. This one-day seminar offers the opportunity to access meaningful initiatives and strategies to cement your talent acquisition process and stay ahead of your competition.

This course is run in partnership with JSB.

Is it right for me?

Designed for directors, HR practitioners, recruitment officers and managers, resourcing professionals.

What will I learn?

By the end of this seminar you will be able to:

  • Define and design a recruitment strategy that supports your strategic objectives and business direction
  • Connect your recruitment strategy to your organisational values
  • Appreciate how to recruit within the law and in support of your diversity aims and aspirations
  • Combine law and strategy by making the most of employment contracts: top tips to ensure you retain flexibility and use the employment contract to your maximum advantage
  • Knowhow the new Equality Bill will affect recruitment and understand the impact of new case law on medical questionnaires

What will it cover?

A recruitment strategy: the business case

  • What are the business benefits of developing a recruitment strategy?
  • Articulating your recruitment strategy: what to consider
  • Assessing the market – challenges of recruiting in the current climate
  • Linking your recruitment strategy to your business objectives

Connecting your recruitment strategy to your organisational values

  • What are organisational values and why are they important?
  • Why recruit for values?
  • Integrating values assessment into your recruitment process
  • The relationship between organisational values and your brand

Examining the power of advertising and branding in recruitment

  • What is the role of branding in attracting the best talent?
  • Job descriptions and person specifications: attracting the right people to your organisation
  • Is your brand and advertising strategy delivering results?
  • Taking advantage of a diverse talent pool: delivering on your diversity aspirations
  • Where are employers most vulnerable? Discussing key problem areas to safeguard your organisation

Employment contracts: combining law and strategy

  • Employment status: adapting your recruitment strategy to fit the role
  • Considering agency staff and temporary workers
  • Fixed term and part-time contracts
  • Remuneration and pay reviews: building flexibility into the benefit structure
  • Flexible working arrangements and homeworkers - adapting your recruitment strategy to support your requirements
  • Competition and confidentiality
  • Enhancing flexibility: retaining the capacity for change
  • Restrictive covenants
  • Probationary periods

Linking your recruitment strategy to legal requirements

  • Your recruitment policy: best practice
  • Avoid discrimination and ensure your organisation embraces diversity: examining race, disability, sex, sexual orientation, gender reassignment, religion and belief and age discrimination
  • The Equality Bill and recruitment
  • How much must an employee reveal?
  • What questions can and can't you ask?
  • How do you decide what's a reasonable adjustment?
  • Medical questionnaires – new case law
  • Equal pay: going beyond the law and making it part of your ethos

Making your recruitment cycle and process strategic

  • How can you ensure your selection process and procedure supports your recruitment strategy?
  • Selection methods – advantages and disadvantages, costs and benefits
  • Designing a competency framework for your organisation: linking competencies to strategic objectives
  • How do you test for the selected competencies?
  • How do you diversity-proof your competencies?
  • How do you assess merit? Are your current competencies skewed towards certain groups
  • Making up the interview panel: key considerations
  • Measuring and monitoring success

What happens next?

  • Translating recruitment competencies to performance expectations
  • Maximising on the induction process: integration from the start
  • Getting the most out of the probationary period
There are no reviews yet.

    Share your review

    Do you have experience with this course? Submit your review and help other people make the right choice. As a thank you for your effort we will donate £1.- to Stichting Edukans.

    There are no frequently asked questions yet. Send an Email to info@springest.co.uk