Recruitment and Selection Course

Overview

Competence in the recruitment and selection course will ​enable learners to prepare, recruit and select suitable candidates according to ability and potential within an organisation and through the personnel recruitment industry.

Completing this course will help in:

Who is the course for?

This course is intended for people who recruit and select people for defined positions within an organisation or the personnel recruitment industry.

Training Outcomes

  • Information is obtained on the position that is relevant and complete. The information can include but is not limited to, job description, job specification, job profile or job order.

  • A selection procedure is selected or designed and is ensured to be appropriate for the specific position and in line with organisational and legal requirements. Organisational requirements could include policies regarding internal and external applicants.

  • The selection procedure is confirmed to be a validated procedure.

  • Resources and methods needed for recruitment and selection are identified and budgets prepared and managed. The resources are available, within budget and fit for purpose. Recruitment methods can include printed or electronic media, networking or executive search.

  • Selection criteria and control procedures are developed in line with organisational and legal requirements and avoid partiality or bias.

  • A plan is developed that ensures effective and efficient recruitment and selection. The plan covers timing; resource allocation; contingencies; methods for recruitment, verification of information, selection, and nature and medium of communication and feedback.

  • Recruitment is conducted in accordance with the plan and in such a way as to have the potential to elicit the desired response from the target market.

  • Responses are dealt with in accordance with planned control procedures.

  • The initial screening determines if applicants meet the critical job specifications and requirements to expedite the departure of unsuitable applicants.

  • Implementation of corrective action following the evaluation of the initial recruitment plan, if the initial screening does not elicit desired responses.

  • A list of potential candidates is prepared to facilitate the selection.  

  • An applicant database is managed in accordance with legislation and organisational requirements.

  • Unplanned events are dealt with in accordance with the circumstances and contingency plans are initiated.

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  • Backgrounds and qualifications are validated using appropriate verification methods according to the plan.

  • Candidates are assessed against the requirements of the defined position. Assessment is based on evidence gained from any of three applications, curriculum vitae, references, previous performance, test results, assessment interview schedules, portfolios of evidence, recognition of prior learning and current competencies.

  • Candidates are interviewed using best practice techniques appropriate to the defined position.

  • A shortlist is drawn up to reflect the results of the assessment of candidates. The shortlist can be justified in terms of the match between the candidate profile and job requirements.

  • Selections are made in accordance with planned strategy and can be justified in terms of the best match between candidate profile and job and organisation requirements and meeting legislative requirements.

  • Feedback is relevant to the enquiry and the job requirements and is given to both successful and unsuccessful candidates tactfully according to the planned time framework and legal requirements.

  • Records are documented to facilitate further processing and reflect agreements reached and successful candidate details accurately. Records are authorised and forwarded to designated personnel.

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