About
The job interview process can be quite daunting, especially if you’ve not been thoroughly trained or have enough experience conducting job interviews.
As a new HR assistant or Recruitment professional, you may sometimes be required to conduct interviews. It is critical for you as an employer to develop and structure interviews that not only factors in relevant skills and experience but also includes behavioural competencies to assess the candidate’s cultural fit.
In an increasingly litigious society, every hiring manager must be aware of the relevant legislation and how some topics/questions are not permissible as interview questions or risk facing a lawsuit. Best Practice Recruitment & Interviewing skills for New HR Assistants and Recruitment Professionals
is a practical one-day seminar where you will be actively engaged in discussions and practical exercises laced with practical advice and real-life tips to help you build your confidence in mastering the employment interview.
COURSE OBJECTIVE
• Gain more from interviews and hire the best candidates for your organisation
• Create robust recruitment practices to increase productivity and retention
• Learn practical tools to help make the right recruitment decisions
*Participants are encouraged to bring examples of company job descriptions and interviewing challenges to brainstorm and use during practical exercises.
Are you new to HR or recruitment?
Do you have some experience in HR but need some guidance in the more hands-on and real-life challenges that HR & recruitment professionals encounter?
The role of the HR assistant or Recruitment Professional is increasingly challenging, with a wider range of tasks at hand. And coupled with updates in legislation, key employment issues and best practices to keep up with, it can all be quite overwhelming.
HR Management Skills for New HR Assistants and Recruitment Professionals has been designed to keep you updated on the latest employment issues along with best practices to ensure you are able to handle HR issues confidently as they arise.
If you are:
• A new HR assistant
• An in-house or agency Recruiter
• An HR assistant who has some experience but would like to get some updates and practical skills
• An EA/PA/Administration professional who is progressing into an HR role
Unlike any other basic HR courses, HR Management Skills for New HR Assistants & Recruitment Professionals aims to strike a balance between the legal and critical issues whilst focusing on equipping you with practical skills in dealing with real-life situations.
You will be engaged in various interactive discussions, practical exercises and role plays throughout the course to help reinforce your learning experience - particularly in areas where textbook guidance is not sufficient. You will emerge from the course more confident and informed about recent developments and trends in HR and employment law.
Outline
Overview
• Building a robust Recruitment Process
• Linking the elements consistently
• Legislative issues to consider
Position Descriptions
• What to include
• Purpose and outcomes
• Objectives and expectations
• Relationships
• Competencies
Practical Exercise: Create or amend a current Position Description to use recruit against.
Screening and Organising Interviews
• Developing a competency matrix
• Structuring your advertising, response and pre-interviews to match competencies
• Essential qualifiers
• Must have criteria and questions
• Competency Questions
• Arranging Interviews
Practical Exercise: Developing a Competency Matrix for your role
Structuring Interviews and Developing Interview Questions
• Styles of Interviews – strengths and challenges
• Determining if technical/psychometric testing will assist you in the selection process
• What to ask – Behavioural questioning techniques
• Develop objective structured interviewing forms
• When to use open and closed questions
• Distinguishing between ‘values’ and ‘factual’ questions
• How do attitudes, values and prejudices relate to the interviewing process?
• Determining the best answers or scoring weight prior to the interview Familiarising with topics that aren’t permissible as interview questions
• Why you shouldn’t ask certain questions
Practical Exercise: Preparing a behavioural competency based set of interview questions
Conducting the Interview
• The structured behavioural interview
• Preparing the environment
• Eliminating/minimising distractions
• Adopting a flexible interview structure
• How to incorporate risk management into your interviewing process
• Working in tandem with a partnering interviewer
• Keeping track of time
• How to create a positive experience for the potential candidate
Detecting Deception
• Recognising deception
- verbal cues
- inconsistencies
- avoidance of a clear answer
• Validating and checking responses
Optimising Reference Checks
• Creating a Verbal reference Form
• Key Questions
• Using indirect behavioural interviewing to gain deeper insights
• Validating/invalidating interview impressions or concerns
• What are the legal issues around reference checking?
Making the Right Recruitment Decision
• Analysing information gathered from the interview
• Assessing candidates and summarising suitability
• Developing a final shortlist
• Follow up interviews
• Working with stakeholders (Managers/peers/clients)
• Follow up process
Practical Exercise: Creating a decision matrix for your role
Making an Offer
• Issues and process
• Managing candidates
• Dealing with counter offers
• Confirmations and acceptance
• Providing feedback
• Declining candidates in a positive and constructive manner
Facilitator
Dave Stewart, Managing Director, Human Value
Dave Stewart, Human Value Dave has over 20 years experience in the
employment and HR market. During this time he has been General Manager
of three of New Zealand’s largest consultancies. Now Managing Director
of Human Value, his expertise, market knowledge and networks add value
to any organisation's human resource decisions.
With his
extensive knowledge and exposure to changes within the labour market
Dave takes a proactive approach to helping companies anticipate and
manage their place in the future world of employment. His knowledge of
the dynamics and diversity in our changing work population helps
companies recognise what drives their employees and how to best
challenge, reward and retain talent.
Dave Stewart is also
part-time Managing Director of Te Hopai, a charitable Trust providing
care to the aged and the needy. Dave has been a Board Trustee of the
EEO Trust since 2001 and has judged the prestigious Work & Life
Awards in 2002, 2006, 2007 and again in 2008.
Dave Stewart is also facilitating:
In-house Training
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