Recruitment Specialist

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


South Africa

Training 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


When filling the online application form; please take note of your desired Training Month, Duration in Weeks and Training Session. This will give us the exact dates you will be attending your classes.

Also note that Tuition Fees must be paid upfront on or before training start date. This is to ensure that all resources are made availabe for you before you start. You will not be allowed into training if fees are not paid and verified.

Also note that Tuition Fees Cancellations must be made 14 business working days before the starting date of training. This will allow us to do a 50% refund of the total amount paid. If cancellations are made thereafter note that no refund will be made to delegates.

Tuition Fees include teas and lunch as well as either a laptop or tablet which a delegate will take home free of charge.

Tuition Fee DOES NOT include Accommodation, Dinners and other Extra Curricular Activities or Incidentals. Delegates are expected to fund this on their own. AATICD will not be held accountable for any incidents to delegates.

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
  • 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