2. • Calculate costs associated with bad recruitment recruitment
• Use the Behavioral event interviewing techniques • Use behavioral indicators and BARS based rating
• Use quan comm. And iceberg models during scales
interviewing • Learn best practice interviewing practices
• Use icebreaker question techniques and • Use scene setter and past performance questions
effective body language To create positive and also golden pause and single word probes
perceptions among candidates about the company
• Reduce short term attrition substantially by
conducting motives and self image analysis
• To understand the latest trends and tools in
Duration: 2 Days
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3. MODULE 1: Recruitment Analytics MODULE 3: Short listing and Filtering
Understanding Strategic issues in recruitment to increase Short listing- knowledge of matching CVs - Motivational Check –
effectiveness and efficiency of the process Salary, perks , growth , Key Benefits ( Brand, Environment, Flexi-
Key metrics for effective Recruitment including aspects like time )
VA,BVA,NVA The process of short listing
Understanding costs of Bad recruitment like induction costs, direct Filtering
recruitment costs, stabilization costs etc. Knowledge based filtering through academic Qualification,
Key reasons for attrition – improper reference checks, poor percentage of marks scored and experience level or thru simple
analysis of job functions, inadequate interviewing techniques written tests.
Competency def’s and iceberg model Skill Based filtering through In – trays,presentations,roleplays,fact-
Competency measurement using Behaviorally Anchored Rating finding exercises etc
Scale Behavioral filtering using psychometric tests like MBTI,FIRO etc.
Overview of the hiring process – Requirements Analysis, MODULE 4: Interviewing and Probing Techniques
shortlisting, filtering, Interviewing and selection Introduction to interviewing
MODULE 2: Recruitment Analysis The overall interview process – pre- interview preparatory phase,
Fundamental job description - useful tool to attract, hire, retain and the interview itself, post interview assessment and decision phase
develop a qualified employee. Stages of the interview
Different methods of Functional analysis like direct observation, Quan-com questions and behavioral indicators
interviews, diaries, questionnaires, job element analysis, critical
incident method etc. 4 key interviewer skills - Listening, Body Language Sensitivity,
Communication Style, Questioning
Behavioral analysis through in-depth assessment
centers,TTA,Quancomm Body language – non verbal signals
Threshold trait analysis – mental,learned,motivational traits etc Different types of questioning methods - Open vs. Directive Vs
Close ended.
Definitions of Quan-com
Evaluation of the interview process through The Graphic Scale
Method of Assessment, The Ranking Systems, checklist scales.
3
4. Excellent program which would definitely add knowledge in the
recruitment industry
Dipin Shikarpuri
HR Manager
Fircroft Kazakhstan
Well planned, excellent presentation, excellent facilitation Trainer,
knowledge is excellent
deepak gupta
HR Manager
Bharti foundation
Great! There were some repetitious from last program-yet overall good
learning
Parul
HR Manager
AHRB
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