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Quick Look Course Summary:Hiring Strategies Course (1 day)
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Length: 1 day(s)
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Price (at your venue): 1 Person R 5,654 EX VAT 3 Person R 3,982 EX VAT 10 Person R 2,954 EX VAT
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Certification Type:Non-Accredited
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Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.
Hiring Strategies – self-paced online, 6 months’ access: R950 per learner (ex VAT); teams of 10 or more pay less.
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Legal references in this e-learning course are US-based and may not reflect South African legislation – for South African law, choose this classroom course.
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Hiring Strategies Course (1 day)
Fill vacancies faster with better candidates, using a deliberate hiring strategy rather than an advert and hope.
Good candidates have choices, and a slow, unfocused hiring process loses them to competitors. Many South African businesses still recruit by posting a job title, sifting hundreds of CVs and running unstructured interviews, then wonder why new hires leave within six months. This hiring strategies course gives HR practitioners and hiring managers a deliberate plan for every vacancy.
The day follows a vacancy from start to finish. Delegates define the position properly through needs, job and task analysis, then build a hiring strategy around what the company offers, a realistic salary range and the profile of its top performers. They look at where good candidates actually look for work, how employer reputation and candidate experience affect who applies, and how to screen applications quickly with cover letters, a CV scoring guide and a short phone screen.
The second half covers panel interviews matched to the job, testing, background and reference checks done lawfully and with consent, reaching a consensus decision, making an offer quickly and onboarding the new person with 30-60-90 day reviews. Each stage is practised on a case study, and delegates leave with a hiring plan for one of their own vacancies.
Why this course
For your organisation
- Shorter time-to-fill and fewer vacancies re-advertised
- Better-quality applicants from the right channels
- A consistent, defensible process that supports employment equity goals
- Offers accepted more often because they are fast and competitive
- Fewer early resignations thanks to proper onboarding
For your delegates
- A step-by-step hiring plan for your next vacancy
- A CV scoring guide and phone-screen script
- Interview questions matched to the job, not borrowed from the internet
- Confidence to run background and reference checks properly
What delegates will be able to do
- Define a vacancy through needs, job and task analysis before advertising
- Build a hiring strategy that covers the company offer, salary range and ideal candidate profile
- Choose advertising channels that reach the candidates you want
- Screen applications consistently using cover letters, a CV scoring guide and a phone screen
- Plan and run a panel interview matched to the requirements of the job
- Carry out tests, background checks and reference checks lawfully and with the candidate's consent
- Reach a fair, documented selection decision as a panel
- Make a prompt, complete offer and treat unsuccessful candidates professionally
- Plan a new employee's first 90 days
Who should attend
HR managers, HR officers and recruiters, and line managers who fill vacancies in their own teams. Also useful for owners of small and growing businesses who do their own hiring and want a repeatable process.
Course outline
Day 1 – From vacancy to the first 90 days
Know the position
- Needs analysis: do we need this role, and in this form?
- Job analysis: purpose, outputs and inherent requirements
- Task analysis: what the person will actually do
- Writing a job profile you can recruit against
- Case study
Building the hiring strategy
- What your company offers: the work, culture, growth and stability
- Setting a realistic salary and benefits range
- Profiling your top performers
- Planning the timeline and the decision-makers
- Case study
Attracting strong candidates
- Advertising where your candidates actually look
- Employer reputation and online reviews
- Treating candidates well from the first contact
- What competitors are offering
- Building employment equity goals into your sourcing plan
Screening applicants
- Asking for, and reading, a cover letter
- Scoring CVs against the job profile
- Online and social media checks within the limits of POPIA
- The initial phone or video screen
Interviewing
- Introductions and putting the candidate at ease
- Using a panel and dividing the questions
- Matching the interview format to the job
- Behavioural, situational and technical questions
- Finding out what the candidate knows about the company
- Second interviews and wrapping up
Selection, offer and onboarding
- Skills and aptitude testing
- Background and reference checks with written consent
- Weighing education against experience
- Reaching a panel consensus and keeping strong non-hires on file
- Making the offer quickly and in writing
- Onboarding with 30-60-90 day reviews
How it is delivered
One day, 08:30-16:00. In person at your offices anywhere in South Africa, at a BOTI venue, or live online. One delegate or a group of up to 20; delegates bring a current or upcoming vacancy to work on. Workbook, job-profile template, CV scoring guide and interview planner included. We deliver it at your offices in Johannesburg, Pretoria, Durban, Cape Town and anywhere else in South Africa, at a BOTI venue in Johannesburg, or live online for teams in different places.
What our clients say
“Coaching sessions have been delivered on a consistent monthly basis throughout the engagement, with BOTI's facilitators demonstrating professionalism, flexibility in scheduling, and a strong ability to tailor coaching content to the individual development needs of our delegates.”
“The course was efficiently scheduled and planned around our timetable. We were impressed by the quality of training”
“We are highly satisfied with the quality of delivery and the professionalism demonstrated by your facilitator. The course content was structured perfectly to meet our needs, keeping our team fully engaged throughout the session.”
Frequently asked questions
Can you run this course at our offices?
Yes. Most groups are trained at the client's premises anywhere in South Africa; we can also host it at a BOTI venue or deliver it live online.
How many people can attend?
From one delegate to groups of 20. The price per delegate drops as the group grows – see the price table, or ask us for a quote.
Is it accredited?
No – it is a non-accredited short course and delegates receive a BOTI certificate of attendance.
How is this different from the recruitment and selection courses?
Hiring Strategies concentrates on planning and attracting: defining the role, building the offer, reaching the right candidates and closing quickly. The one-day recruitment and selection course goes deeper into structured interviewing and avoiding bias, and the three-day version covers the whole recruitment and selection process for HR practitioners.
Can we use our own vacancies and forms?
Yes. Send us a job profile or two and your current interview forms, and the facilitator uses them in the case studies.
Can you run this course in Johannesburg, Cape Town or Durban?
Yes. We train on site at your offices in Johannesburg, Pretoria, Durban, Cape Town and across South Africa, at a BOTI venue in Johannesburg, or live online so a team spread over several offices can attend together.
Related courses
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