Improve Recruitment Skills
We offer our Improve Recruitment Skills Training Course as either a one-day training course, smaller energetic bitesize sessions delivered virtually or part of our 12-month action focused leadership and management training program (which can also be delivered virtually) - All achieve excellent results and promote an action focused and high-performance culture - not just for managers and leadership teams but for team members at every level.
If you're looking for a recruitment training workbook to improve recruitment and selection skills within your team, then the one on the right is excellent.
Before any of our training is delivered a lot of time is spent on ensuring the courses or bitesize sessions are right for you. We start with the end in mind and build all of your goals and core values into the heart of them so you are able to see the results instantly which makes for a great return on your investment.
There are just three outcomes to recruitment:
Outcome 1 - You find a very well qualified and experienced team member, but these are often difficult to find an expensive.
Outcome 2 - You find someone you can mould into the above but there is always the fear of them leaving
Outcome 3 - You Pray!?
...and I visit lots of organisations and hear:
"I hope they work out..."
"I prey they fit in with the rest of the team..."
If you'd like to chat with one of the team about booking a recruitment skills training course (or buying the course for your trainers to deliver) please don't hesitate to contact us
Other Development Publications That Make a Difference:
Improve Recruitment Skills
When we are doing any interview for our teams or training our clients, we use the WASP acronym - Welcome, Acquire, Supply and Part
Welcome
First impressions really count – remember this could be your new member of staff (you should never compromise your work ethic or standards).
- Welcome applicant, shake hands, thank them for their time
- Tell them your name and job title
- Offer tea, coffee or soft drink
- Make small talk (Not about family etc)
- Ask them if they found you/the business OK (This reveals a lot)
- Let them know the structure and length of the interview
- Inform them you’ll be taking notes
- Ask them to relax
The goal is for the interviewee to leave thinking that they really want to work for you regardless of the outcome.
Acquire
Work your way through the Interview checklist questions covering all the issues you collated during the screening process.
Ask the group what they would class as sensitive issues, and what sensitive issues they may come up against. Flip their responses and expand on their answers. Answers to include:
- Relationships
- Health
- Personal circumstances – children etc.
- Age
- Religion
- Race or ethnic origin
- Sexuality
Avoid asking a question about the above as it can be perceived as the reason, they did not get the job – If an applicant decides to tell you about their personal information what do you do?
- Empathise
- Remain neutral
- Don’t condone
- Don’t discriminate
When handling answers
- Listen
- Make notes – exactly what they say
- Remain neutral
- Don’t interrupt – be patient and allow them to speak 80/20 rule
- Don’t overreact – in the case of sensitive information, make sure you are prepared
Supply
The key phrase here is “Be honest”. Obviously don’t put them off, but tell them the truths, the tough parts of the job so there are no surprises when they start.
Tell the applicant:
- what it is like to work for the company
- How many staff there are
- What type of shifts there are?
- What the customers are like
- Tell them when it’s busiest
- Flexibility
- How long the induction and probationary period is
- What training they will receive as they progress
- Any bonuses
- Dress code
- Policies and procedures
- Training is given
Part
- Ask if the delegate has any questions and answer them
- Don’t give the impression that they have a job.
- Tell them what happens now i.e phone call or email (up to how many days)
- Thank the applicant again for their time and shake their hand
A good interview lasts for at least an hour (no less). This is to give them enough time to relax and you a decent amount of time to ask the right questions in the right way
Improve Recruitment Skills at Every Level of the Business or Organisation
As well as lots of smaller businesses and organisations, below are examples of some larger organisations who have received training from our director of learning at Ultimate Leadership Training:
Please contact us to discuss any training requirements you have, we either deliver for you or sell you the course for your trainers to deliver to your team
Thank you for visiting our improve recruitment skills web page here's a link to our homepage. A book that helps us to improve our recruitment and selection skills is Will it make the boat go faster - here's a link
Improve Negotiation Skills - Improve Recruitment Skills - Improve Absence Management Skills - Improve Time Management Skills - Improve Team Building Skills - Improve Coaching Skills - Improve Management Skills - Improve Leadership Skills - Improve Emotional Intelligence - Improve Communication Skills - Improve HR Skills - Improve Hospitality Business - Improve Pub Business - Improve Hospitality Marketing - Improve Customer Service Skills - Improve Performance Management Skills - Improve Change Management Skills
Improve recruitment skills, see our recruitment skills training activities below. We deliver one day recruitment skills training courses, shorter recruitment skills bitesize virtual training sessions or as part of our leadership and management training program
Improve Recruitment skills