Through this Five-day course  managers will develop their understanding of recruitment and induction in order to retain staff and make their teams more effective. 

By the end of Strategic Recruitment, Interviewing and Selection course, participants will be able to:

• Develop budgeted workforce plans in accordance with company directives and market conditions
• Use differentiated recruitment channels to maximize recruitment efficiency and minimize cost 
• Design specific selection frameworks for various job families and improve their reliability and validity
• Plan for and implement a competency-based interview 
• Apply the right measures and KPIs to evaluate the effectiveness of recruitment and selection efforts
• Design exit interview guides and analyze results 

This Strategic Recruitment, Interviewing and Selection course is suitable for:

• Team leaders looking to progress to the next level of management, as well as managers required to lead staff through organisational change, budget cuts and/or other situations or pressures.
• Experienced and/or senior professionals in the recruitment and selection function as well as senior employees in Human Resources.
• Those working in workforce planning and nationalization

Day 1

Fundamentals of workforce planning 

• Defining workforce planning 
• Forecasting employee needs 
• Keys to successful workforce planning 
• The strategic staffing process
• Demand analysis 
• Trend analysis 
• Ratio analysis
• Scatter plot
• Zero manning methodology
• Capturing and tabulating information 

Day 2

Recruitment planning 

• Defining needs
• Planning the various stages
• Roles of line managers and recruitment personnel
• Internal recruitment sources
• External recruitment sources
• Middle East recruitment trends

Day 3

Candidate assessment

• Validity and reliability of assessment methods
• Job fit and organizational fit assessment
• Assessment centers
• Psychometric and ability assessments 

Budgeting: processes and approaches 

• Importance and types of budgets 
• The budgeting process 
• Approaches to developing budgets 
• Incremental 
• Zero based
• Activity based
• Developing department budget

Day 4

Advanced interviewing techniques

• Importance of information and data capture
• Types of interviews
• Competency based interviews 
• Analyzing jobs 
• identification and leveling of critical competencies 
• developing interview guides
• quantitative and qualitative interview reports 

Day 5

Exit interviews

• When, how and by whom
• Format and content
• Analysis of results

Measuring recruitment efforts

• Internal versus external recruitment effectiveness
• Effectiveness and efficiency measures
• The main KPIs for measuring the recruitment function:
• Applicant response ratios
• Qualified application ratios
• Yield rates
• Time to fill and time to join
• Offer acceptance ratio

RECTUS attendance certificate will be issued to all attendees completing minimum of 80% of the total course duration.