Strategic recruitment exclusively targets critical job positions within the organization. Its primary objective is to fulfill the hiring needs essential for the accelerated growth of the business. Strategic recruitment may be distinct from the standard recruitment process that typically covers mass job positions.

Course Objectives:

By the end of Strategic Recruitment, Interviewing and Selection course, participants will be able to:

Develop budgeted workforce plans in accordance with company directives and market conditions
Use differentiated recruitment channels to maximize recruitment efficiency and minimize cost
Design specific selection frameworks for various job families and improve their reliability and validity
Plan for and implement a competency-based interview
Apply the right measures and KPIs to evaluate the effectiveness of recruitment and selection efforts
Design exit interview guides and analyze results

Who Should Attend?

This Strategic Recruitment, Interviewing and Selection course is suitable for:

Team leaders looking to progress to the next level of management, as well as managers required to lead staff through organizational change, budget cuts and/or other situations or pressures.
Experienced and/or senior professionals in the recruitment and selection function as well as senior employees in Human Resources.
Those working in workforce planning and nationalization

Course Outlines:

Fundamentals of workforce planning

Defining workforce planning
Forecasting employee needs
Keys to successful workforce planning
The strategic staffing process
Demand analysis

Trend analysis
Ratio analysis
Scatter plot
Zero manning methodology

Capturing and tabulating information

Recruitment planning

Defining needs
Planning the various stages
Roles of line managers and recruitment personnel
Internal recruitment sources
External recruitment sources
Middle East recruitment trends

Candidate assessment

Validity and reliability of assessment methods
Job fit and organizational fit assessment
Assessment centers
Psychometric and ability assessments

Budgeting: processes and approaches

Importance and types of budgets
The budgeting process
Approaches to developing budgets

Incremental
Zero based
Activity based
Developing department budget

Advanced interviewing techniques

Importance of information and data capture
Types of interviews
Competency based interviews

Analyzing jobs
identification and leveling of critical competencies
developing interview guides
quantitative and qualitative interview reports

Exit interviews

When, how and by whom
Format and content
Analysis of results

Measuring recruitment efforts

Internal versus external recruitment effectiveness
Effectiveness and efficiency measures
The main KPIs for measuring the recruitment function:

Applicant response ratios
Qualified application ratios
Yield rates
Time to fill and time to join
Offer acceptance ratio

Filters