Description

In a competitive context where the attraction and retention of talent are increasingly strategic, it is crucial for companies to structure their recruitment process, develop their employer brand, expand their sourcing using digital tools and professionalize recruiters. This training provides an approach and tools to align the recruitment process with the company's strategy and to master all interview techniques to increase the quality and objectivity of its recruitment.

Who is this training for ?

For whom ?

Hiring coordinator. Executive of the HR function. Responsible for recruitment. Anyone involved in the different stages of the recruitment process.

Prerequisites

None.

Training objectives

Manage the recruitment process from needs analysis to integration.

Comply with non-discrimination legislation.

Build your candidate search strategy and identify digital channels.

Optimize the pre-selection of candidates.

Conduct an interview structured recruitment and master questioning and reformulation techniques.

Objectify your recruitment decisions.

Training program

• Before the face-to-face
  • A self-diagnosis and a video: "The recruitment interview perceived by the candidate".
• Identify the issues and stages of the recruitment process
  • Legal framework for recruitment.
  • Optimization of the process.
• Define position and profile
  • Framing the need.
• Build a search strategy
  • Channels based on profile.
  • Sourcing candidates.
  • Recruitment announcement.
  • Consistency with company culture.
• Optimize the pre-selection of candidates
  • Sorting CVs.
  • Telephone pre-selection.
  • Tests used in recruitment.
  • Assessment center methods.
  • Observation and analysis grids.
• Practice interview techniques
  • Interview structure.
  • Questioning and listening.
  • Explore motivations.
  • Research skills.
  • Specificities depending on the profile.
• Know yourself better as a recruiter
  • Psychological biases.
  • Listening attitudes.
• Objectively make your decision
  • Take notes.
  • Interview summary.
  • Return to candidate.
• Set up an onboarding process
  • Issues and role of stakeholders.
  • Validation of the trial period.
  • Integration program.
• Measure the effectiveness of your recruitment using indicators and dashboards.

  don’t have a program yet

• After face-to-face - Implementation in a work situation
  • Two strengthening programs: "One challenge per week for 7 weeks" and "Practice active listening".
  • One training module: "Practice 'active listening".