Course Overview The future of any organisation depends on the people working in it and impacts culture and branding. So, the Recruitment, Interview and Selection must be done right. While right people can lead to astounding results, wrong one’s can break your back.Imagine spending months on hiring and realizing afterwards that they are a misfit and you goofed up big time. Human Resource planning is one of the most important and critical aspects for any organisation. It involves a high level of risk and benefit for the organisation. Course Objectives By the end of this training, participants will be able to:

• Define what is a recruitment and why it is important to recruit right
• Differentiate between Recruitment, Interviewing and Selection
• Learn the skills to identify KSA (Knowledge, Skills, and Abilities)
• Learn competency mapping by collaborating with different stakeholders
• Collaborate / partner with various agencies to invite applicants/ applications
• Select the right people on the panel for the success of the interviewing process
• Define the competencies and build a repository of questions each interviewer will ask
• Track the feedback from each interviewer and document for future reference
• Manage the employee experience by regularly communicating the updates
• Learn the techniques to assess the functional and behavioural competencies
• Select the right fit basis the value and skill alignment
• Learn different methodologies and techniques for selecting the right candidate

Who Should Attend? Recruitment Team, Leaders and Managers, HR personnel, Line Managers and HR expertsCourse ContentModule (01) Recruitment and Selection

• Recruitment and selection
• Recruitment process – Steps
• Competency mapping – Roles and responsibilities of a recruiter
• Maintaining balance with other HR functions

Module (02) Identifying requirement

• Collaborating with Management/line managers/ technical leaders to identify the competencies for recruitment
• Designing job description
• Right Profile – Assessment of duties for the said profile
• Specifications of business needs

Module (03) Inviting candidates/ spreading the word for vacancies

• Proper use of various tools for attracting candidates
• Internal candidates (IJP’s) and referrals
• Online advertisements
• Job consulting agencies
• Campus selection
• Word of mouth by existing employees, Glassdoor and other platforms

Module (04) Screening and shortlisting candidate CV

• Analysing various criteria
• Shortlisting step by step
• Reviewing the CV’s and resumes
• Usage of online portals

Module (05) Conducting Interviews: Using the various methodology

• Assessing language skills
• Conducting group discussions
• Analysing competencies through aptitude tests
• Panel interviews
• Personal interview
• Assessing skills relevant to the job role
• Identifying the ability to handle the pressure
• Assessing the Pros and cons of the candidate
• Assessment centre and Development centre
• Values and skill match (Skills can be taught but values must be in alignment)

Module (06) Candidate evaluation

• Capturing the right data from the candidate
• Remarks from the various rounds of interviews – Competency alignment
• Revisiting the profile
• Assessing the experience as per the need of the business
• Check for any disciplinary or legal charges or conduct of the candidate / Background verification (BGV)

Module (07) Finalizing the candidate

• Revisiting the competencies required for the job profile
• Utilization of selection matrix
• Analysing the competency gaps and if any improvement required for the business
• Coordinating with management

Module (08) Recruitment and selection database / documentation

• Building a database for every candidate
• Tracking data as and when required
• Maintaining physical files as well as soft files for all the candidates for future reference
• Critical incidents to be captured and recorded
• Coordinating with other HR functions/ departments