Cambridge
Academy
In London

Course Duration: Five Training Days

Course Language : Arabic or English

Include:

Scientific material with TAB

Workshops

Reception and farewell at the airport

Daily lunch

Coffee Break

To register, please contact us by email.

info@caclo.co.uk

Program Objectives

Enable participants to :

• Describe the practical approach to behavioral research.

• Mastering the science of organizational behavior in conducting personal interviews

• Define recruitment, identify its main steps, and learn the best ways and resources to attract qualified candidates.

• Understand the competency-based interview form, the preference of the inquiry, the probing of competencies, the advantages of the question, and the sounding of competencies.

• Understand the type of information that may be collected and evaluated in the interview and how to evaluate the evidence according to the competencies evaluated at different levels of the organization.

• Learn how to monitor, record, classify, and evaluate evidence.

• Learn how to organize the interview for the best results. Development of competency-based questions and questioning techniques

• Learn the main types of selection interviews and when and how each of them is used.

• Prepare and conduct a thorough personal interview when any job in the institution is vacant.

• Use of data collected from different stages of evaluation for selection purposes

• Participate in a practical interview session (for participants/to make appointment decisions) and get development suggestions from a professional trainer.

Target Groups:

This course is also useful for managers, supervisors, and administrators whose work requires the recruitment and selection of employees. It is also useful for all employees whose work requires frequent or important selection interviews.

Program Content:

Recruitment, selection, and recruitment policies are defined as follows:

• The concept of human resource planning

• The relationship of recruitment and selection policies to human resource planning

• Recruitment objectives and elements of the process of attracting human resources

• Strategies for successful polarization

• Internal and external sources of polarization

Recruitment and Selection Information Management:

• Building a database of sources and candidates

• The importance of data tracking

• Paper files versus electronic files

• Human Resource Management Systems

Selection and Appointment of Human Resources and Steps Followed in the Selection Recruitment Process :

• job analysis to facilitate the selection and appointment process.

• Practical problems that accompany the selection and appointment processes and the chances of overcoming them

• Benefits of proper selection

• Interviews, their types, and factors influencing selection and appointment interviews

• The art of good interview preparation and effective interviewing skills

• interview question forms, obstacles to the success of interviews, and ways to overcome them.

• Time management skills in interviews

Arts and skills for using competency-based interviews :

• Methods of discovering competencies

• Pre-interview stage based on competencies

• Use of the WASP model in competency discovery interviews

• Pre-interview based on competencies

• The art of asking competency detection questions and using the CARL model and STAR model

• The arts of ice breaking for the real discovery of competencies

Screening of candidates and composition of lists of qualifications:

• Tangible versus intangible standards

• Steps to configure the list of eligible

• Scope of work of assessment centres

• Use CVs and applications to form lists of qualified candidates.

• Check online orders.

Advanced skills in the use of competency-based interviews:

• What you should avoid during competency-based interviews

• The art of reading and using body language to discover competencies

• Preparation of a form and scale of merit-based interviews

• Competency-based interview ethics

• Completion of the interview and post-interview

• Personal development plan

Personal interviews with candidates :

• Screening and personal interviews

• Consecutive and sequential interviews

• Virtual interviews

• Committee interviews: pros and cons

• Competency-based interviews

• Interview guidelines

• Evaluation of candidates

Selection Decision:

• Criteria to be used

• Use decision matrices in the selection process.

• Use of competency variance analysis