The British Academy for Training and Development offers a course in Recruitment and Selection. This important process of selecting, interviewing, and testing candidates for various jobs is no longer limited to recruitment and human resources officials. Although they lead this process, they act as organizers of the efforts of a diverse team of experts and specialists, whether in human resources or in the field of the job to be filled. Therefore, during this course, we will explore the essential steps and procedures necessary for testing, interviewing, and selecting candidates for various positions. You will also learn about the most important scientific and practical methods that will enable you to gain a deep understanding of candidates’ personalities, including proper preparation for interviews, professional formulation of questions, professional interpretation of answers, effective reading of body language, and other competencies that will allow you to accurately predict the ability of various candidates to perform the tasks and duties of their prospective jobs, as well as their ability to interact positively within the work environment. This will lead to effective selection of the best applicants. This course is designed to provide participants with the skills, knowledge, and confidence necessary to recruit and select the right team members for the job. The training program will be supported by documentation for recruitment and selection processes to ensure that this training achieves best practices within the organization.

Who Should Attend?

• Managers, supervisors and officials whose work requires recruiting and selecting employees.
• For people who are new or have limited experience in the recruitment process and who want to develop some skills.
• All employees whose work requires frequent or important selection interviews.
• Graduates and those interested in this field.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Defining recruitment, identifying its main steps, and learning the best ways and sources to attract qualified candidates.
• Use various techniques to prepare shortlists of candidates and evaluate them to measure the reliability and suitability of each one.
• Learn the main types of selection interviews and when and how to use each.
• Use data collected from the various evaluation stages for selection purposes.
• Recognize the importance of adopting a structured recruitment process and using relevant selection methods.
• Examining candidates’ CVs or application forms using agreed-upon selection criteria for the job role, and identifying anomalies for further research.
• Preparing for the first selection interview stage to ensure the right first impression and candidate commitment are created.
• Suggest effective questions and carefully assess the suitability of the potential candidate for the position.

• The Recruitment and Selection Process
  • Recruitment vs. Selection
  • Stages of the Recruitment Process
  • Roles and Responsibilities at Each Stage
  • Managing Relationships with Other HR Departments
• Monitoring and Defining Requirements
  • Job Content: Using Desired Core Competencies
  • Job Description: Design
  • Person Specifications
  • Candidate Profile
• Methods for Attracting Candidates
  • Various Sources for Attracting Candidates
  • Referrals and Internal Candidates
  • Job Advertisements
  • Pros and Cons of Advertisements
  • Internet and Websites
  • Recruitment Agencies and Talent Scouts
  • Job Fairs and Universities
• Screening Candidates and Creating Qualified Lists
  • Tangible vs. Intangible Criteria
  • Steps for Creating a Qualified List
  • Scope of Assessment Centers
  • Using Resumes and Applications to Create Qualified Candidate Lists
  • Verifying Online Applications
• Conducting Interviews with Candidates
  • Screening and Personal Interviews
  • Sequential vs. Concurrent Interviews
  • Virtual Interviews
  • Panel Interviews: Pros and Cons
  • Competency-Based Interviews
  • Interview Guidelines
• Assessing Candidates
  • Importance of Organizing Data
  • Objective vs. Subjective Observations
  • Legal Issues and Fairness
  • Creating a Candidate Profile
• Decision Making in Selection
  • Criteria to Use
  • Using Decision Matrices in the Selection Process
  • Utilizing Competency Variance Analysis
• Managing Recruitment and Selection Information
  • Building a Database for Sources and Candidates
  • Importance of Data Tracking
  • Paper Files vs. Electronic Files
  • Human Resource Management Systems
• Technology in Recruitment Processes
  • Using Software in Recruitment Management (ATS)
  • Data Analysis in Candidate Selection.
  • Benefits of Using Digital Platforms for Job Advertisements.
• Artificial Intelligence in Recruitment
  • How to Use Artificial Intelligence in the Selection Process.
  • Common AI Tools and Techniques in Recruitment.
  • Analyzing the Effectiveness of Using AI in Selection.