The British Academy for Training and Development offers a course in Recruitment and Selection, as this important process of selecting, interviewing and testing candidates for various jobs is no longer limited only to recruitment and human resources officials. Although they are the leaders of this process, they act as the organizer of the efforts of a diverse team of experts and specialists, whether in resources. humanity or in the field of the job to be filled. For this reason, during this course, we will learn about the most important steps and procedures necessary to test, interview, and select candidates for various jobs. You will also learn about the most important scientific and practical methods that will enable you to have a deep understanding of the candidates’ personalities, including proper preparation for the interview, The professional formulation of questions, professional interpretation of answers, effective reading of body language, and other competencies will enable you to accurately predict the ability of various candidates to carry out the tasks and duties of their nominated jobs, and the extent of their ability to deal and interact positively within the work environment, and thus the effective selection of the best applicants. This course aims to provide participants with the skills, knowledge and confidence necessary to recruit and select the right team members for the job. This training program will be supported by documentation for the recruitment and selection processes to ensure that this training will achieve best practices in 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 process of recruitment and selection
  • Polarization versus selection
  • Stages of the polarization process
  • Roles and responsibilities at each stage
  • Managing relationships with other human resources departments
• Monitor and define requirements
  • Establishing functional content: using the basic desired matters
  • Job Description: Design
  • Characteristics of the person
  • Profile
• Ways to attract candidates
  • Various sources to attract candidates
  • Referrals and internal candidates
  • Recruitment advertisements
  • Pros and cons of advertising
  • The Internet and websites
  • Recruitment agencies and talent scouts
  • Career fairs and universities
• Screening candidates and creating lists of qualified candidates
  • Tangible versus intangible standards
  • Steps to create a list of qualified people
  • Scope of work of assessment centers
  • Use resumes and applications to compile lists of qualified candidates
  • Verify orders made online
• Conducting personal interviews with candidates
  • Examination and personal interviews
  • Serial and sequential interviews
  • Virtual interviews
  • Committee interviews: pros and cons
  • Competency-based interviews
  • Interview guidelines
• Evaluating candidates
  • The importance of organizing data
  • Objective versus subjective observations
  • Legal and equity issues
  • Create a personal profile
• The decision to choose
  • Criteria to be used
  • Using decision matrices in the selection process
  • Using variance analysis in competencies
• How to manage recruitment and selection information
  • Building a database of sources and candidates
  • The importance of tracking data
  • Paper files versus electronic files
  • Human resources management systems