Why Attend
The function of ‘recruitment and selection’ plays a key role in the entry of new employees into the organization. As such, it has an overwhelming influence on the successful achievement of organizational objectives. This course will take you from the basics to the advanced and strategic aspects of this important HR function. It will show you the logical and correct steps you must take to structure and implement recruitment and selection practices.
Course Methodology
The course will use a combination of theory and practical application of course concepts. Participants will engage in role plays and mathematically based exercises to help apply fairness and equality in hiring employees.
Course Objectives
By the end of the course, participants will be able to:
- Define recruitment and selection and the important role this function plays in the success of an organization
- List the main steps that should be followed to develop an effective recruitment plan and select the best methods and sources for attracting qualified candidates
- Choose the most appropriate techniques for shortlisting and assessing candidates considering the reliability and validity of each
- Select and conduct the most suitable type of selection interviews for varying candidates and situations
- Prepare and conduct a probing interview for any vacancy or job level in the organization
- Implement the right measures and Key Performance Indicators (KPIs) to evaluate the effectiveness of recruitment efforts
Target Audience
Managers, team leaders, supervisors, administrators, specialists, business partners and officers in the functions of human resources and recruitment whose job requires recruiting and selecting employees. The program is also very useful for all those outside human resources who conduct frequent and important selection interviews.
Target Competencies
- Deciding and initiating action
- Working with people
- Persuading and influencing
- Presenting and communicating
- Analytical thinking
- Applying expertise and technology
- Following instructions and procedures
- Planning and organizing
- Achieving goals and objectives
Location:
South AfricaTraining Dates:
Each course starts every Monday of each week. Please book your training on a date that is a Monday.Course Duration:
Unit Standard:
NQF Level:
Number of Credits:
Course Fees
Note: Please fill in the online application form on the left or bottom if this page to receive a quotation with detailed pricing from AATICD.How to Apply:
To Apply Simply Fill in the Online Enquiries / Applications form on the Right Sidebar or Bottom of this website https://www.aaticd.co.zaNB: Terms and Conditions for Payment and Refunds
1.1. Full payment for the training workshop must be made at least 5 days before the scheduled workshop date.
1.2. Payment can be made via bank transfer, credit card, or any other agreed-upon method.
1.3. A confirmation of payment will be issued upon receipt of funds.
1.4. Any form of Payment means that trainee / delegate / client receiving the training accepts the training and agrees to these terms and conditions.
2. Cancellation and Refund Policy
2.1. Cancellations made 30 days or more before the workshop date will be eligible for a full refund, minus any administrative fees.
2.2. Cancellations made 15 to 29 days before the workshop date will be eligible for a 50% refund of the total payment.
2.3. Cancellations made less than 14 days before the workshop date will not be eligible for a refund.
2.4. Participants who fail to attend the workshop without prior notice will not be eligible for a refund.
3. Rescheduling
3.1. If a participant wishes to reschedule, a request must be submitted at least 14 days in advance, subject to availability.
3.2. A rescheduling fee may apply.
4. Workshop Cancellation by the Organizer
4.1. AATICD reserves the right to cancel or reschedule the workshop due to unforeseen circumstances, including but not limited to low enrolment, trainer unavailability, or force majeure events.
4.2. In the event of cancellation by AATICD, participants will be offered a full refund or the option to attend a rescheduled session.
4.3. AATICD is not responsible for any additional costs incurred by participants, such as travel or accommodation expenses.
5. Refund Processing
5.1. Approved refunds will be processed within 7 business days from the date of cancellation approval.
5.2. Refunds will be issued using the original payment method unless otherwise agreed.
6. Contact Information
For any questions regarding payments and refunds, please contact us at:
Email: apply@aaticd.co.za
Phone: +27 73 016 5042
By registering for the workshop, participants agree to abide by these terms and conditions.
In-House Trainings are also available for 3 or more delegates for any duration. Please consult with our Administration for such In-House training bookings.
Course Outline
- Recruitment and selection
- Recruitment versus selection
- Roles and responsibilities in each stage
- Managing relations with other HR functions
- Recruitment plans and defining requirements
- Defining workforce organizational needs
- Planning the various stages
- Roles of line managers
- Roles of recruitment personnel
- Capturing and tabulating information
- Producing recruitment reports
- Building a job profile
- The use of essentials and desirables
- Attracting candidates
- Various sources for attracting candidates:
- Employee referrals as a method of sourcing candidates
- Attracting internal candidates
- Advertising: pros and cons
- Internet and websites
- Recruitment agencies and head hunters
- Career fairs and universities
- Various sources for attracting candidates:
- Screening candidates and shortlisting
- Tangible versus intangible criteria
- The use of CVs, résumés, and applications for shortlisting
- Verifying online applications
- The art of interviewing candidates
- Screening and biographical interviews
- Hypothetical interviews
- Panel interviews: pros and cons
- Competency-based interviews
- Selecting candidates
- Importance of data capture
- Objective versus subjective remarks
- Legal and fairness issues
- Producing a personal profile
- Criteria that should be used
- Use of decision matrixes in selection
- Use of competency gap analysis
- Measuring recruitment efforts
- 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