Home / Non-Accredited / Human Resources, Labour & Employment Equity / Recruit and Select Candidates to Fill Defined Positions (3 days)
Quick Look Course Summary:Recruit and Select Candidates to Fill Defined Positions (3 days)
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Length: 3 day(s)
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Price (at your venue): 1 Person R 14,997 EX VAT 3 Person R 11,205 EX VAT 10 Person R 8,120 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.
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Recruit and Select Candidates to Fill Defined Positions (3 days)
HR practitioners and recruiters who can plan and run a complete, fair recruitment and selection process for any defined position.
Recruitment and selection is one of the most expensive and most closely scrutinised things an organisation does. A weak process wastes advertising and management time, produces bad hires and leaves the business exposed when an appointment is questioned against its employment equity commitments. This three-day recruitment and selection course takes HR practitioners, recruiters and managers through the whole cycle in depth, from deciding that a position needs to be filled to the appointment letter.
Day one is planning and preparation: workforce planning, job analysis, role profiles and inherent requirements, the recruitment policy, the employment equity plan, budget and timelines. Day two is recruitment: choosing internal and external sources, briefing agencies, writing adverts that attract the right people and reach designated groups, handling applications and personal information in line with POPIA, and shortlisting against agreed criteria. Day three is selection: choosing assessment methods, using tests fairly, structured interviews and scoring, reference and background checks, making the decision, the offer and the records you need to keep.
Throughout the course delegates run a mock recruitment for a real position in their own organisation, ending with a panel interview, a scored decision and a short appointment report.
Why this course
For your organisation
- One documented recruitment and selection procedure used across the organisation
- Selection decisions based on inherent job requirements and recorded evidence
- Recruitment aligned with your employment equity plan and targets
- Lower advertising, agency and re-hiring costs
- Applicant information handled in line with POPIA
For your delegates
- A complete recruitment toolkit: role profile, advert, shortlisting matrix, interview guide and scoring sheet
- Hands-on practice running a full mock recruitment
- Confidence to explain and defend a selection decision
- A clear understanding of the legal limits on testing, questions and checks
What delegates will be able to do
- Plan a recruitment drive in line with workforce needs, policy, the employment equity plan and budget
- Analyse a position and write a role profile that sets out its inherent requirements
- Choose internal and external recruitment sources and write an effective advert
- Manage applications and applicants' personal information correctly
- Shortlist candidates consistently against agreed criteria
- Select assessment methods, including tests, that are valid, fair and relevant to the job
- Plan and conduct structured interviews and score candidates objectively
- Complete reference and background checks with consent and make a reasoned appointment decision
- Prepare the offer, notify unsuccessful candidates and keep proper recruitment records
Who should attend
HR officers, practitioners and business partners, recruitment consultants and in-house recruiters, and line managers who recruit regularly or sit on selection panels. Delegates should be comfortable gathering and recording information and applying company policy; no previous recruitment training is needed.
Course outline
Day 1 – Planning and preparing for recruitment
Recruitment in context
- The full recruitment and selection cycle
- The cost of a poor appointment
- The roles of HR, line managers and agencies
- The legal framework at a glance: Constitution, LRA, EEA, BCEA and POPIA, as general guidance and not legal advice
Workforce planning
- Linking vacancies to business plans
- Replace, restructure or redeploy: is the position needed?
- Internal talent and succession options
- Budget and approval
Analysing the position
- Job analysis methods: interviews, observation and questionnaires
- Writing the role profile: outputs, competencies and inherent requirements
- Selection criteria: essential versus desirable
- Exercise: a role profile for your mock vacancy
Recruitment policy and employment equity
- What a recruitment and selection policy should contain
- Using the employment equity plan and its numerical goals
- Reasonable accommodation for applicants with disabilities
- Fair practice and the affirmative action measures in the plan
Planning the drive
- Timeline and decision points
- Choosing the selection panel
- Preparing the recruitment file
- Communicating with candidates throughout
Day 2 – Recruiting applicants
Sources of candidates
- Internal adverts, promotions and transfers
- Referrals, job boards, LinkedIn and social media
- Briefing and managing recruitment agencies
- Graduate, learnership and community channels
Writing the advert
- What to include and what to leave out
- Wording that attracts without discriminating
- Reaching designated groups
- Exercise: drafting the advert for your vacancy
Handling applications
- Acknowledging and tracking applications
- Applicants' personal information and POPIA
- Dealing with high volumes
- Keeping candidates informed
Shortlisting
- Building a shortlisting matrix
- Screening CVs and application forms consistently
- Telephone and video pre-screens
- Recording shortlisting decisions
- Exercise: shortlisting from sample applications
Day 3 – Selecting staff
Assessment methods
- Interviews, work samples, assessment centres and tests
- Psychometric and skills tests that are valid, reliable and fair, as the Employment Equity Act requires
- Choosing methods that fit the role
- Medical testing: when it is justified
Structured interviews
- Designing competency-based questions
- Panel roles and running order
- Scoring answers against the criteria
- Questions to avoid
- Mock panel interviews with feedback
Checks and the decision
- Reference checks that produce useful information
- Qualification, criminal and credit checks with consent
- Comparing candidates and reaching a reasoned decision
- Writing the appointment motivation
Offer, appointment and records
- Making and confirming the offer
- Written particulars of employment under the BCEA
- Notifying unsuccessful candidates
- Keeping recruitment records securely
- Handing over to onboarding
Review and action plan
- Measuring time to fill, cost per hire and quality of hire
- Reviewing the mock recruitment
- Personal action plan and close
How it is delivered
Three days, 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 work on a real vacancy from their own organisation. Workbook and a full set of recruitment templates 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
“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.”
“We were highly impressed by the high caliber of the training provided. The facilitator demonstrated a deep level of expertise that added significant value to the sessions.”
“The course was efficiently scheduled and planned around our timetable. We were impressed by the quality of training given.”
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.
Is there a shorter version?
Yes. The one-day employee recruitment and selection course focuses on interviewing and fair selection for line managers. Choose the three-day course if your delegates run the whole recruitment process.
Can the course follow our own recruitment policy?
Yes. Send us your recruitment policy, employment equity plan targets and forms, and the facilitator builds the mock recruitment around them.
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.
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Monday to Friday, 08:00–17:00. After hours, we reply on the next working day – or call 011 882 8853.