Description

In a competitive context where attracting and retaining talent becomes strategic, it is crucial for organizations to structure their recruitment process, expand their sourcing, work on their employer brand and professionalize everything recruitment players. This recruitment training cycle will allow Recruitment/Mobility or HR Managers to acquire all the tools and techniques allowing them to optimize the search and pre-selection of candidates, to conduct structured interviews and to perfect their questioning techniques to objectify their recruitment decisions.

Who is this training for ?

For whom ?

Recruitment manager, HR executive, recruitment consultant, Recruitment manager taking up a position.

Prerequisites

None.

Training objectives

Know the legal obligations regarding non-discrimination.

Implement a candidate search strategy by integrating digital tools.

Conduct structured interviews and objectify your recruitment decisions.

Use personal development tools ( NLP, AT, etc.) to identify the motivations and suitability of candidates for the position.

Training program

• PART 1: Optimize the pre-selection steps (2 days)
  • 1 - Identify the challenges and the recruitment process
  • Identify the challenges and developments in recruitment (legal, technological, societal, etc.).
  • S 'appropriate the legal framework in terms of recruitment: non-discrimination, GDPR, CNIL...
  • Locate the stages of the process and the role of the actors.
  • Diagnose your recruitment process .
  • Define key indicators to monitor and measure the effectiveness of your process.
  • Integrate diversity into your recruitment.
  • Scenario
  • 2 - Frame the need and define the position and profile
  • Play an advisory role for managers in the analysis of the need.
  • Tools to describe the position and the candidate's profile.
  • Prioritize the criteria and key skills to look for and equip yourself with decision grids.
  • New practices: recruit on the basis of soft skills and recruit without a CV.
  • Scenario
  • In a subgroup, identify the elements of a job definition and profile.
  • 3 - Build a candidate search strategy
  • Rely on the employer brand.
  • Adapt your search strategy according to profiles.
  • Rely on a multi-channel candidate sourcing strategy (job boards, social networks , virtual forums, co-optation...); classic tools and digital tools (chatbot, programmatic recruitment, algorithmic selection, affinity job matching, etc.)
  • Writing recruitment advertisements: new video formats for the candidate and the recruiter.
  • Employer attractiveness: impact of employer branding and CSR.
  • Scenario
  • Brainstorming on the company's attraction factors for candidates.
  • Sort CVs.
  • Carry out a telephone pre-selection.
  • Use additional tests (psychotechnical tests, personality, assessment centers, collective interviews, etc.).
  • Recruitment methods by simulation and professional immersions (Pole emploi system).
  • Observation and analysis grids.
  • Scenario
  • CV sorting exercise.
  • 5 - Remote activity
  • An @expert:
• PART 2: Conducting recruitment interviews (2 days)
  • 1 - Structuring your interviews
  • Know the stages of the interview and have an interview structure.
  • Locate the relevant questions at each stage and adopt good listening attitudes.
  • Scenario
  • Brainstorming on the stages of the structured interview.
  • 2 - Mastering listening techniques interview
  • Practice active listening: questioning and reformulation.
  • Digging into the candidate's motivations.
  • Research and validate technical and behavioral skills with the STAR method .
  • Prepare and observe scenarios.
  • Practice interviews alone and in pairs.
  • Scenarios
  • S' actively train yourself to conduct a recruitment interview through role-playing games.
  • 3 - Objectiveize decision-making and monitor the performance of your recruitments
  • Take notes.
  • Prepare the decision and integrate the risk.
  • Debrief with managers.
  • Provide feedback to an unsuccessful candidate.
  • Implement recruitment performance indicators (KPI).
  • Scenario
  • Practice how to take notes from an interview video.
  • 4 - Set up the integration process
  • Identify the integration issues and the key players.
  • Locate the stages of the integration process.
  • Validate the required skills during the trial period.
  • Build an integration path.
  • Scenario
  • Identify, in a subgroup, the constituent elements of successful integration.
  • 5 - Remote activity
  • A video:
• PART 3: Perfecting your recruitment techniques (2 days)
  • 1 - Know yourself better as a recruiter
  • Know your own operating methods and be open to those of the candidate.
  • Take stock of your recruitment system values.
  • Integrate the constraints and biases likely to influence the recruiter.
  • The different communication channels according to Mehrabian.
  • Scenario
  • In pairs, identify and prioritize your values.
  • 2 - Excel in the relationship with the candidate
  • Welcome the candidate, put them at ease and set the rules of the interview game (synchronize; use an appropriate tone and rate of voice).
  • Rely on non-verbal signals to develop a climate of trust.
  • Rely on the candidate's main filters to build confidence.
  • Scenario
  • Scenario and practice of synchronization.
  • 3 - Be demanding in the search for information
  • Develop active listening.
  • Question the imprecisions of language.
  • Understand and use non-verbal messages.
  • Scenario
  • Practice identifying the candidate's inaccuracies and removing them through questioning.
  • 4 - Dig into the candidate's motivations
  • Understand the drivers of motivation.
  • Identify the candidate's strategies.
  • Decode presuppositions and question them.
  • Scenario
  • Define the questions to ask to identify motivations; check that they are in line with the requirements of the position.