Overview: The most effective and successful in-house recruiters are, without doubt, able to skilfully and closely manage each essential element of the recruitment process.
When managed effectively, this process can mean the difference between a mediocre and exceptional experience for applicants and internal customers of the hiring process. It can also significantly enhance the performance of the organisation.
By getting this right, recruiters are able to differentiate their organisations as employers of choice, enhance the likelihood of attracting and retaining the best talent for their organisations and build positive brand perception.
These skills can be learnt and mastered through the techniques and skills covered on this course.
Objectives: This is a 2 day programme and can be run consecutively (recommended) or 1 day per week over 2 weeks:
1. Fully understand your employer brand and differentiators, so that they can be clearly communicated to all appropriate audience
2. Establish a clear competencies and behavioural framework, from which consistency can be achieved through role and person specifications, appraisals processes, and performance management
3. Adapt the techniques and concepts used by commercial recruiters to enhance in-house recruitment & selection effectiveness, including profiling target audiences, building talent pools and proactively resourcing future talent
4. Know how to manage and measure the effectiveness of each aspect of the hiring process
5. Have some creative ideas to enable you to gain a great return on your investment (ROI) in this programme!
- Employer branding and messages: Target audience marketing strategy (audiences, messages, activities); Hiring ‘touch points’ and desired outcomes
The fundamentals: The role of the recruiter; Skills and competencies of effective recruiters; Building competencies and behavioural frameworks; Designing job descriptions and person specifications; Forming the hiring process; Creating internal hiring teams; Managing internal stakeholders
- The process - typical elements: The role, skills, competencies and behaviours, and team fit; Recruitment methods, psychometric and other tests; Advertising; Proactive search
Essential administration: Sign off; Offer letters; Checks and references
Next steps: Contact during notice periods; Work station set up; Internal messaging; On-boarding and induction; Personal development planning
Who should attend: Those new to recruiting in their organisations, those in need of a refresher on the essential processes and/or who want to perfect their skills, and line managers who support those with responsibility for recruitment.