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Quick Look Course Summary:Hiring Strategies Course
  • Next Public Course Date:

  • Length: 1 day(s)

  • Price (at your venue): 1 Person R 3,982.50 EX VAT 3 Person R 2,729.81 EX VAT 10 Person R 1,885.40 EX VAT

  • Certification Type: Non-Accredited

  • Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.

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    Hiring Strategies Course: Introduction

    This workshop is related to the course on recruiting employees, however different aspects of the hiring process are discussed in this workshop.

    Hiring Strategies Course :Course Outline

    This workshop is closely related to the course on recruiting employees, however different aspects of the hiring process are discussed in this workshop. It is more practically oriented to the hiring of new staff for human resource managers whereas the recruitment workshop was more intellectually orientated to managers, upper management and recruitment agencies. We begin with discussing what participants need to know about the vacant position; this includes knowing the job description, what the position requires, what skills are needed and what the key responsibilities are to form an accurate notice for potential candidates. Developing a hiring strategy is a helpful tool when it comes to hiring new employees. We will teach participants how to adapt the hiring strategies they learn in the workshop to their own company’s and its needs. The first part of the strategy is to know your company, what service or product it provides, the managerial structure and the body of employees. It is also helpful if you know where the company is going to be in a year’s time, and if the company is growing or downsizing. The biggest carrot to dangle in front of the potential employee is the salary package, the entire package along with benefits and perks will be what swings the preferred candidate’s head your way. You don’t want to ‘beat the competition’ but you do want to make a highly competitive offer. The next issue is advertising, if you don’t dip your rod in the right stream you will not catch the fish you want – it is vital to advertise on websites and agencies where your candidates visit. We revise corporate citizenship and give a couple of tips on how to look at the competition. When you have evaluated the resumes received, it is time for the initial interview, which can be a phone interview to further filter candidates.TIP: Fit the resume to what the position calls for – tasks, duties, responsibilities. Cover letters on resumes are becoming indispensable to the curriculum vitae. Do instruct candidates in the advertisement to include a cover letter summarizing information and skills for the position you have advertised. A good covering letter is the candidates’ first proposal to be employed; it should include education, for example a degree at a recognized tertiary institution, skills and achievements pertaining to the job available and contact information. The workshop also covers the actual interview, the types of questions you should ask, the background check and checking references. We discuss in detail the selection process, making an offer and notifying the successful and unsuccessful applicants. We round off with a word on onboarding the new employee and setting review dates to make sure the placement is successful. 1.Introduction
    Workshop Objectives
    Pre workshop review

    2. Defining the advertised job
    Know the advertised job
    Needs analysis
    Job analysis
    Task analysis
    Case study

    3. Hiring strategy
    Company information
    Salary range
    Top performers
    Be prepared
    Case study

    4. Lure in Great candidates
    Advertise where candidates visit
    Develop corporate citizenship
    Treat your candidates well
    Look at the competition
    Case study

    5. Filtering applicants to interview
    The weight cover letters hold
    Grading resumes
    Internet search
    Initial phone interview
    Case Study

    6. The Interview (1)
    Introduce everyone
    Use a panel
    Match the interview to the job
    Types of questions
    Case study

    7. The Interview (2)
    What does the candidate know about the company?
    Distractions
    Interview more than once
    Wrap up
    Case study

    8. Selection Process (1)
    Testing
    Look for passion and enthusiasm
    Background checks
    Trust your instincts
    Case study

    9. Selection Process (2)
    Education level versus experience
    Have a consensus
    Keep Non-Hires on file
    Checking references
    Case study

    10. Making an offer
    Do it quickly
    Employment details
    Notify rejected candidates
    Be creative
    Case study

    11. Onboarding
    Training and orientation
    Mentoring
    30-60-90 Day reviews
    Make them feel welcome
    Case study

    12. Topics not discussed
    Post workshop overview

    Hiring Strategies Course: Course Duration

    1 day/s

    Who should attend: Hiring Strategies Course

    This course is intended for HR managers.

    **Quote does not include Any Exam Fees (if applicable)

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