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RSRTRecruitment, Selection and Resourcing TalentCIPD Training Course
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English
Intermediate
FACE 2 FACE
ON SITE TRAINING
LIVE VIRTUAL
TRAINING
COACHING
& MENTORING
SELF-PACED
TRAINING
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Course Overview
This 3-day programme provides an overview of the recruitment, selection and resourcing process, including the practice conducting interviews. Through practical application, gain the essential tools for different recruitment and selection methods, learn about the legal context of recruitment + diversity and selection, understand the candidate experience, design effective assessment and selection approaches and demonstrate how to make effective recruitment decisions.
Key Takeaways
1
Explain the factors that affect an organisation’s talent planning, recruitment, and selection policy
2
Understand how to align talent acquisition practices with organisational strategy
3
Recognise how to utilise workforce planning to identify gaps for talent planning
4
Identify appropriate recruitment and selection methods
5
Describe the steps to take to mitigate unconscious bias and indirect discrimination
6
Explore ways to attract a diverse applicant base
7
Contribute to the recruitment and selection interviewing process for a job role
8
Demonstrate an understanding of the importance of effective induction
9
Evaluate the effectiveness of the recruitment process
(CIPD) The Chartered Institute of Personnel and Development
We're the professional body for experts in people at work. For more than 100 years, we've been championing better work and working lives by setting professional standards for HR and people development, as well as driving positive change in the world of work.
With hubs in the UK, Ireland, Middle East and Asia, we're the career partner of choice for over 200,000 members around the world. We're the only body in the world that can award Chartered status to individual HR and L&D professionals, and our independent research and insights make us trusted advisers to governments and employers.
With hubs in the UK, Ireland, Middle East and Asia, we're the career partner of choice for over 200,000 members around the world. We're the only body in the world that can award Chartered status to individual HR and L&D professionals, and our independent research and insights make us trusted advisers to governments and employers.
Course Outline
Day 1 - Setting the scene, strategic talent planning and planning the recruitment campaign
o Introduction to CIPD and the Profession Map
o The changing world of work and its implications for business and the People Profession
o What is Talent Acquisition? And how to do it well?
o The role of the Talent Acquisition partner
o Understanding the labour market, your market position, your unique people proposition and job analysis to ensure roles are engaging to a wide range ofpeople.
o Adopting a people-first approach for strategic talent acquisition
o Introduction to ethical Talent Acquisition
o Talent planning, recruitment and selection policies: attracting talent; the benefits of attracting and retaining a diverse workforce
o How workforce planning impacts the resourcing agenda
o Assess your organisation’s process of talent acquisition
o Create a strategy to align and engage stakeholders in the recruitment process
o Understanding the ‘Great Resignation’ and its impact on recruitment
o Taking on a strategic approach to recruitments to address the specific needs and deliver on strategic objectives
o Job design analytics and levelling
o The changing world of work and its implications for business and the People Profession
o What is Talent Acquisition? And how to do it well?
o The role of the Talent Acquisition partner
o Understanding the labour market, your market position, your unique people proposition and job analysis to ensure roles are engaging to a wide range ofpeople.
o Adopting a people-first approach for strategic talent acquisition
o Introduction to ethical Talent Acquisition
o Talent planning, recruitment and selection policies: attracting talent; the benefits of attracting and retaining a diverse workforce
o How workforce planning impacts the resourcing agenda
o Assess your organisation’s process of talent acquisition
o Create a strategy to align and engage stakeholders in the recruitment process
o Understanding the ‘Great Resignation’ and its impact on recruitment
o Taking on a strategic approach to recruitments to address the specific needs and deliver on strategic objectives
o Job design analytics and levelling
Day 2 - Attracting and selecting the right applicants
o Managing stakeholders – stakeholder mapping and engagement
o Presenting with influence and leading with integrity, consideration and challenge
o Moving from answer to solution
o The Psychological contract
o How to write an inclusive job advert that attracts candidates
o Using competency frameworks
o How to ensure your organisation’s employee value proposition is fit for a new era of work: develop and implement a strategic EVP
o Equal opportunities: dealing with subjectivity, diversity and good practice; major legal issues in recruitment and selection
o Identifying and removing biases from the recruitment process
o Optimising the candidate experience and leverage technology
o How to work with social media resources and channels + technology to lead campaigns and improve hiring
o Setting criteria and evaluating the effectiveness of selection methods
o Agree sift criteria, set standards, and effectively sift application forms and CVs and personal statements
o Group activity and presentation
o Presenting with influence and leading with integrity, consideration and challenge
o Moving from answer to solution
o The Psychological contract
o How to write an inclusive job advert that attracts candidates
o Using competency frameworks
o How to ensure your organisation’s employee value proposition is fit for a new era of work: develop and implement a strategic EVP
o Equal opportunities: dealing with subjectivity, diversity and good practice; major legal issues in recruitment and selection
o Identifying and removing biases from the recruitment process
o Optimising the candidate experience and leverage technology
o How to work with social media resources and channels + technology to lead campaigns and improve hiring
o Setting criteria and evaluating the effectiveness of selection methods
o Agree sift criteria, set standards, and effectively sift application forms and CVs and personal statements
o Group activity and presentation
Day 3 - Selecting the best candidates
o Understanding panel interview structure
o Exploring effective selection methods
o Creating questions and use effective questioning techniques to probe a candidate’s evidence
o Demonstrating active listening skills
o WASP interview structure
o Using the funnel and STAR techniques
o Ensuring a supportive and fair interview through body language and non-verbal communication
o Developing a diverse talent pool – everything you need to know about talent pool
o Arriving at soundly-based selection decisions
o Providing feedback to unsuccessful candidates
o Providing an offer of employment
o Negotiating compensation agreements with new hires
o Exploring effective selection methods
o Creating questions and use effective questioning techniques to probe a candidate’s evidence
o Demonstrating active listening skills
o WASP interview structure
o Using the funnel and STAR techniques
o Ensuring a supportive and fair interview through body language and non-verbal communication
o Developing a diverse talent pool – everything you need to know about talent pool
o Arriving at soundly-based selection decisions
o Providing feedback to unsuccessful candidates
o Providing an offer of employment
o Negotiating compensation agreements with new hires
Who Should Attend?
This highly practical and interactive course has been specifically designed for
This course is suitable for HR support roles, or if you’re looking to become involved in recruitment, selection and resourcing talent.
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FAQ
What language will the course be taught in and what level of English do I need to take part in an LEORON training program?
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What does the course fee cover?
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Does LEORON give discounts?
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Reviews
- Review:IAMM Internal Audit Maturity ModelIn recognition of their dedication and contribution supporting IKEA Saudi Arabia in arranging training programs during 2017 & 2018, looking forward for more development and exciting effort this year. On behalf of IKEA Saudi Arabia, THANK YOU!Dalal Kutbi
- Review:Certified Professional in Quality and Patient SafetyDating back to 2014, Mobily’s “LEORON” experience has grown from a single collaboration to a long-term partnership. We consider “LEORON” Institute as a strategic partner, whose contribution has been nothing but premium in equipping our staff with field-based knowledge and information. Past three years have resulted with an expanded collaboration with superior customer service and support. Best Regards,Turki S. Alsahaan
- Review:Certified Professional in Quality and Patient SafetySince the partnership was signed between BAE Systems Saudi Development & Training and LEORON in 2017, we have been working together to offer the Saudi market a complete portfolio of training solutions benefiting from the wide and extensive experience of both parties. Recognizing the great success of this partnership, we are looking for further collaborations in the future that will position both companies as one of the leading training providers in Saudi Arabia. We thank the LEORON team for their full cooperation and continuing support, and look forward to further success together in the years to come.Emad Alrajih
- Review:Certified Professional in Quality and Patient SafetyWe have been working with LEORON for the past two years and will be working with them again this upcoming year. The programs they delivered were fruitful and exciting and our organization has received positive feedback from the participants. What our organization aims to do is to provide at no cost training for all the private sector employees so that they may benefit from our offered programs in Innovation and Professional development. LEORON has helped us achieve this goal. We look forward to continuing this service and wish them the best of luck. Regards,Nasser M. Al-Subaie
