Description

This course has two goals: Structuring each step of the job interview to enhance its operational efficiency, and acquiring interview techniques to assess the motivations, personalities, and skills of applicants with respect to the position.

Who is this training for ?

For whom ?

A hiring manager or anyone who may take part in hiring employees.

Prerequisites

Training objectives

Analyze the recruitment needs and establish the applicant'profile Write and distribute a job listing Structure your job interview approach Gain proficiency in asking and listening techniques Select the right applicant Create an integration plan for new recruits

Training program

• Analyzing your recruitment needs and who you're looking for
  • Creating a socioeconomic assessment.
  • Analyzing the skills acquired and required for the position.
  • Defining the position's skills.
  • Knowing the difference between a job description and the profile you're looking for.
  • Defining the scope of the future hire.
  • Hands-on work Participants will analyze a need based on a guide to analyzing the hiring request.
• Writing the right job listing and choosing where to place it
  • Knowing how to describe a job position.
  • Making the position look attractive.
  • Choosing the right communication media.
  • Communicating in accordance with company policy.
  • Hands-on work Group brainstorming on communication media and what makes a listing attractive.
• Conducting a job interview
  • Acquiring techniques, stages of the interview.
  • Instilling a climate of trust for natural, sincere discussions.
  • Knowing key, essential questions.
  • Learning asking and listening techniques.
  • Getting to the core matter in analyzing the path.
  • Setting the context for discussions and quickly attaining clear, accurate information.
  • Outlining scenarios or conducting tests.
  • Knowing how to assess and applicant's potential.
  • Hands-on work Participants will create an interview guide suited to their own hiring needs.
  • Simulated interviews.
• Selecting objective criteria for choosing the right applicant
  • Knowing which applicant to prioritize given the company's needs.
  • Determining the roles of managers in the hiring process.
  • Choosing the right applicant with a selection grid.
  • Prioritizing behavioral factors.
  • Creating the summary and making your choice.
  • Making a choice in a collegial fashion.
  • Replying to the applicants.
  • Hands-on work Create and use an assessment grid suited to your own recruitment needs.
  • Select a job application.
• Integrating the applicant into the company
  • Taking the right actions.
  • Tracking progress through interviews and reports.
  • Assessment the employee relationship after 100 days.
  • Hands-on work Group brainstorming and discussion based on actual cases.