
Objectives – participants will be able to:
- Apply the most effective tools for assessing people
- Practice in real time evaluation techniques and get feedback
- Understand the differences between hiring a professional in HR and recruiting as a Line Manager
- Leave with a clear and consistent set of assessment tools and techniques for their application
- In the medium and long term facilitate their work, boosting productivity and optimizing results.
Course Agenda
COURSE OPENING: HUMAN CAPITAL RECRUITMENT
WHY do we recruit?
To cover vacancies in order to assure that there are the optimal human capital for achieving established business objectives.
WHAT do we recruit?
Potential employees which are suitable for vacancies job’s requirements and for company’s requirements (organizational culture).
WHEN do we recruit?
When we have new openings (new positions in organization chart) or when we have vacancies (because of promotion or leaving of one or more employees).
MANAGER’s roles in recruitment and selection process
Practical activity: what does participant understands about her/his role in recruitment and selection process, which are her/his recruitment issues and her/his already applied solutions and which are the trainer optimal solutions.
RECRUITMEN – PROFILE & COMPETENCIES
How do we set the recruitment and selection criteria
WHAT kind of candidate we need? – candidate’s profile.
Candidate’s profile means specific professional & personal competencies.
Practical activity: defining profile for a specific position
What means PROFESSIONAL COMPETENCIES?
What means PERSONAL COMPETENCIES?
Practical activity: defining professional & personal competencies for a specific position
Competencies setting and ranking
BEHAVIOURAL INDICATORS – each competency can be define trough some specific behavioural indicators
Practical activity: setting behavioral indicators for some specific competencies
CANDIDATES ASSESSMENT & SELECTION
What do we assess?
PERSONALITY (trough psychological tools)
ABILITIES and COMPETENCIES.
When do we assess?
We can use people assessment people (candidates or employees) in some specific HR processes: recruitment, performance management, promotion, dismissal.
Practical activity: assessment methods
SELECTION process
During the recruitment activity we select potential candidates by likening each candidate’s profile with our ideal candidate’s profile
Practical activity: CV’s analyzing and selection criteria
INTERVIEW ASSESSMENT
Types of interview
Each type of interview is suitable only in some situation. Using an unsuitable type of interview means to assess and select incorrect.
BEHAVIORAL INTERVIEW: structured and based trough COMPETENCIES
This type of interview is considerate to have the highest validity grade because it is based on a fundamental psychological principle: a person, who performs in the past, perform in the future.
BEHAVIORAL QUESTIONS and situational questions
Practical activity: setting behavioral and situational questions for behavioral indicators established before
STAR TEHNIQUE
Practical activity: exercise STAR technique for some competencies
Assessment errors
INTERVIEW GUIDE
What is interview guide role?
What is necessary to contain an interview guide?
How to scoring the answer in interview?
Practical activity: developing an interview guide for established profile
OTHER ASSESSMENT METHODS
TESTS
Using just one assessment method is not sufficient because of natural subjectivity.
The most used additional assessment methods are tests.
Types of tests: psychological tests, personality tests, abilities tests, numerical or mathematical or language tests etc.
Practical activity: advantages and disadvantages in using some types of tests
ASSESSMENT CENTRE
What is an Assessment Centre?
Methods used in Assessment Centre
ROLE-PLAYS – based on structural behavioral interview
Each participant will sustain a role-play: she/he will prepare an interview guide based on everything she/he learned during the course: profile, professional & personal competencies, behavioral indicators, behavioral questions, STAR technique. Each participant will have a “potential candidate” in front of her/him (the trainer will act that role) and she/he will sustain an 8 minutes interview. After the role-play, each participant will receive feedback from trainer and the other participants.
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