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EES-SIYAKHA CONFERENCE CENTRE |
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Competency-based Recruitment and Selection
Equipping you and your organisation for recruitment
and selection effectiveness
FOR A BROCHURE IN PDF ... click here
Learning approach
Competency-based Recruitment and Selection is a highly interactive workshop, based on sound adult education principles. It uses cases studies, role practice, practical exercises and video technology to make the learning an unforgettable and value-adding experience.
Workshop outcomes
- Looking at the strategic importance of recruitment and selection and the need for a sound recruitment and selection policy and its continued application
- In-depth understanding of the recruitment and selection processes and being able to use recruitment and selection processes that are efficient, effective and fair
- An understanding of the importance of the "recruitment instrument" and how to design and use this effectively
- Knowledge as to how to adequately prepare for the interview
- Complying with legal requirements
- Planning and structuring your selection process for best identification of suitable candidates
- The use of interviewing skills, and techniques and practices to ensure that panels are more effective than single interviewer interviews
- Identifying past behaviours that predict an applicant’s success or failure to meet your talent needs
- Devising searching questions that reveal the real job-related strengths and weaknesses of your applicants
- More effective practices in the management of Recruitment and Selection service providers
- The use of a process to arrive at a correct and unbiased appointment decision
PROGRAMME
Staying Legal and Ethical
- Understanding legal and ethical constraints on the selection process
- Knowing what questions are legally, ethically and politically correct
- Exploring the meaning of “most suitable candidate”
- What are the pitfalls in using only CVs for short-listing candidates?
- Keeping preferred candidates interested while compiling job offers
Using Interviewing as a PR exercise
- Using the selection process to build your image as a preferred employer
- Avoiding creation of unrealistic expectations
Competency-based Interviewing versus Traditional Interviewing
- Grasping why competency-based interviewing is five or more times more effective than other interviewing approaches
- Why “past behaviour” is the best predictor of future behaviour
- The meaning of culture fit
Planning and Organising a Leading-edge Selection Process
- Keeping it structured, but simple
- Ensuring that you’re hiring procedure targets potential employees with the correct competencies profile, especially behavioural characteristics (Soft skill competencies)
Targeting your Desired Candidates
- Job specifications
- Preferred Designated Group status
- Competency model (Both hard and soft skill competencies)
The Comprehensive Recruitment and Selection Toolbox
- When and how to use recruitment advertising (Both internal and external to the organisation), agencies and search procedures,
CV and telephonic screening
- Practical Performance testing (Hard skills)
- Psychometric testing and Personality profiling questionnaires testing
- Reference checking, qualifications and forensic checking
Understanding the Interview Process
- Determining interview goals
- Setting up interview panels
- Assigning roles
- Location and seating
- Candidate scoring schemes
- Planning second and subsequent interviews
Emotionally Intelligent Interview Techniques
- Creating rapport
- Using open-ended and probe questions
- Avoiding leading questions
- Listening as an active process
- Avoiding preconceptions
- Avoiding Prejudice and bias
- Dealing effectively with the “difficult” candidate
Applying the Competency-based Interview
- Formulating outcomes-based questions that probe past behaviour as a predictor of future behaviour
- Planning the interview guide
- Weighting the competencies that are to be probed in the interview
- Model questions for benchmarked competencies
- Questions to avoid
Practice Interviews
- Applying the principles and dealing with real challenges
- Practising the Behavioural Interviewing technique
- Learning from observation and constructive feedback
The Hiring Decision
- Rating and ranking the shortlist
- Considering factors such as employment equity imperatives
- Prior learning
- Development potential
- Remuneration cost and succession planning requirements
- Identifying the most suitable candidate
ABOUT YOUR EXPERT PRESENTER
JOHN DICKERSON is a senior HR, EE and OD consultant. He has had extensive experience in all aspects of HR in blue chip companies, and was a senior operating partner and director in a high-profile consulting organisation. He has assisted many companies to bring their HR systems and processes in line with best practices. John now practices as an independent consultant. His corporate experience includes employment as Function Head (Training), SA Breweries Beer, Function Head (Training and Development) Afrox, HR Director, Gundle Plastics, HR Director, Beecham SA, and
Group HR Director, GEC SA.His consulting experience includes working with Hay Management Consultants (Director and Head of OD Practice), Garry Whyte Associates (Director and Partner), and EES-SIYAKHA (Non-Executive Director and Senior Network Consultant). John has also held extra-employment executive leadership roles with The Institute for People Management, the Plastic Manufacturers Association, SEIFSA, the Metal Industries Bargaining Council and the Institute for Industrial Relations.
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ENQUIRIES ABOUT OUR CONSULTING SERVICES
E-mail Lungile Nxumalo or phone Lungile on (011) 726-3040 |
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ENQUIRIES ABOUT OUR WORKSKOPS AND SEMINARS
E-mail Hennie Oosthuizen or phone Hennie on (011) 726-3040 |
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ENQUIRIES ABOUT OUR CONFERENCE CENTRE
E-mail Caroline Chamboko or phone Caroline on (011) 726-3040 |
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ENQUIRIES ABOUT OUR CONFERENCES
E-mail Ryan Muller or phone Ryan on (011) 726-3040 |
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