Ingenium People Training Brochure 2016

Training Courses
Dedicated to In-House Resourcing Professionals
with performance guaranteed tools and support
Corporate In-House Training
Presented by
Ingenium People
Helping Organisations
Acquire, Manage and Develop their Talent
2016
Ⓒ Ingenium People, 2016 Training Courses dedicated to In-House Recruitment Page 1

Contents
Our Courses 5
Performance Guaranteed Tools and Support - ‘Clever Nelly’ 6
Our Process 7
Stakeholder Management Courses
➢ Stakeholder Management 8
➢ Line Manager Recruitment Training 9
Candidate Attraction Courses
➢ Advanced Sourcing Skills 10
➢ Effective Online Copywriting for Recruitment 11
➢ Building a Successful Employee Referral Programme 12
➢ Building a Mobile Recruitment Strategy 13
➢ Candidate Attraction Strategies 14
➢ LinkedIn for HR and Recruitment 15
➢ Basic Social Media for Recruitment 16
Candidate Management Courses
➢ Advanced Interviewing Skills 17
➢ Engaging With, Qualifying and Closing Interest of Candidates 18
➢ Managing Candidate Experience 19
➢ Control and Management of Candidate Database 20
➢ Screening and Selection Techniques 21
➢ Introduction to Psychometric Testing 22
Recruiter Management Courses
➢ Recruiting and Building an In-House Recruitment Team 23
➢ Managing and Developing an In-House Recruitment Team 24
➢ Time Management for In-House Recruiters 25
Specialist Courses
➢ Diversity and Inclusion in Recruitment 26
➢ Recruitment and the Law 27
➢ Upskilling In-House Recruiters 28
➢ Developing an In-house Executive Search Function 29
➢ Choosing the Right Recruitment Technology 30
➢ Building a Business Case for In-House Recruitment 31
Case Studies 32
Your Investment 37
Ingenium Resource Library and Forum 38
Ingenium Training Course 39
Tactical Workforce Planning 40
Contact 41

Introduction
We are a training company dedicated to In-House Resourcing professionals.
With over 15 years' experience in recruitment and talent management, we understand the
challenges you face today; from reducing agency costs and the time to hire, to increasing the
quality of candidates through the successful promotion of your corporate brand identity.
We have developed a range of in-house training courses and public workshops designed
specifically for the In-House Recruitment market.
We understand the importance of positioning your team as respected business consultants in
your organisation by ensuring they have the skills and confidence to source the right talent
smartly, intelligently and cost-effectively. Our extensive programme of courses, led by
experienced industry professionals, will help you do this.
Our mission at Ingenium People is to help you embrace and benefit from the latest best
practices in recruitment, marketing and media communications.
We work with companies across all sectors and success stories include some of the largest, well
known brands in the UK.
What our clients say about us
Lloyds Banking Group
Ingenium People delivered expert ‘on-brand’ best practice training across all aspects of
engaging with, qualifying and closing scarce-skill candidates.
Accenture
Through the work that Ingenium People has done we have been able to hone our direct sourcing
strategies to utilise cutting edge technologies, engage passive candidates and significantly
reduce spend on agency hiring and job board contracts.
Virgin Media
Ingenium People developed a bespoke Online Copywriting Recruitment Course to meet our
specific needs. Post training, they also provided a support service which included
comprehensive course manuals, telephone and email support and analysis of the improvement
in our job ads.
Berwin Leighton Paisner
The challenge was to train our team to convert technical and often complex job descriptions
into attractive online ads - winning hearts and minds in a fiercely competitive market. Ingenium
People achieved that, in an engaging and effective way.
Atos
Our new international resourcing team are settling in and utilising the training very well indeed
and it has already resulted in direct hires. The refresher session will be most helpful to
consolidate skills learned during the training.

Our Courses
Ingenium People has an exceptional track record in delivering highly bespoke and measurably
effective training courses for In-House Resourcing teams.
We have worked with many leading brands in the UK including Atos, Lloyds Banking Group,
Specsavers, TfL, LV= and Virgin Media where we help their In-House Resourcing teams to
improve on every dimension and level of how they recruit candidates.
Very often, our clients already have proven recruitment expertise and a clear understanding of
recruitment processes. Our in-house training courses are designed to further develop the team’s
skills, knowledge and practical expertise in terms of:
➢ Developing the very best direct sourcing strategies
➢ Improving understanding of the latest techniques in researching and identifying candidates
online
➢ Managing candidates through the recruitment process - always with the Employer Brand in
mind
Our training courses are led and delivered by professionals with a minimum 15 years’ hands on
resourcing experience. Our training experts offer unique insights into current challenges,
whether that’s engaging and recruiting talent, or communicating with internal stakeholders.
The result
In-house teams are equipped with the skills and knowledge they need to successfully resource
quality candidates into their business; whilst promoting the credibility and visibility of in-house
teams to both internal and external stakeholders.
Our approach
Cost efficient and measurably effective
Importantly, Ingenium People is both cost-efficient and measurably effective in helping to
improve internal recruitment capability. Our approach is to empower In-House Recruiters and
develop their thinking in continually enhancing successful resourcing strategies.
To that end, our training courses are tightly-focused and geared to produce practical results
through the use of bespoke presentations, live examples, online demonstrations and engaging
role plays.
For authenticity and whenever possible, our trainers focus learning and best practice on live
roles which in-house teams are working on at that particular time.
What’s included
Public Workshops- Comprehensive training manual, certificates of completion, lunch,
refreshments throughout the day, post workshop telephone and email support.
In-House Courses & Programmes - Comprehensive training manual, certificates of completion,
post course support. Training review with follow up actions, course feedback, 3 month ongoing
assessment programme. A follow up session within 8 weeks following the course.

Performance Guaranteed Tools and Support
‘Clever Nelly’
The challenge with alltraining is that delegates forget a large
percentage of what they are taught. Evidence would suggest 60% is
forgotten within 24 hours and 80% within 30 days. This is one of
the reasons we stagger our courses and offer refresher
interventions.
Even so, if you want a permanent, game-changing shift in the
capability of your team, and proof that they have learned what we have trained to achieve your
objectives, then you need ‘Clever Nelly’. Clients who opt-in to use Clever Nelly, are guaranteed
that their delegates will learn what we have trained, or they get their money back.
What Is It?
Clever Nelly is the world’s leading knowledge retention application and we have partnered with
‘Elephants Don’t Forget’to ensure your team is supported through the training and beyond. You
get the evidence you need on how your team is learning the critical content we have delivered.
How Does It Work?
1. Following our first intervention (training course), delegates receive a couple of random
questions each day on content delivered during our training course.
2. The questions are simple multiple choice options and if a delegate gets a question wrong,
they are shown the correct answer so that they can learn from their mistake in a safe
non-blame environment.
3. When a delegate answers correctly, Clever Nelly records this and adjusts future questions
to reflect this proven knowledge.
4. Clever Nelly asks only a couple of questions per day and the average time per day that a
delegate spends engaged with Nelly is 1 minute 47 seconds. So, Clever Nelly really
doesn’t have any negative impact on the day to day work of the delegate as everybody
can afford less than 2 minutes to answer the questions.
5. Clever Nelly records everything and lets the delegate and management team see actual
knowledge and levels of learning via an easily interrogated reporting portal.
6. Once the delegate demonstrates to Clever Nelly that they have ‘mastered’ the content,
then Clever Nelly switches off and delegates have the opportunity to complete a short
exam to confirm theiraccreditation.
If you really want to achieve proven, sustainable step change in the capability of your
in-house recruitment team, you need to deploy Clever Nelly.

Our Process
With our full support before, during and after training
In agreement of the commercial terms and timescales, the process for preparing and delivering
the workshops are as follows:
1. Course Briefing
Ingenium People will conduct a one hour meeting with relevant key stakeholders, to get a
detailed understanding of how we can comprehensively design the workshop to match the
specific needs of our client. All exercises will be based on live scenarios which the teams are
currently working on.
2. Course Outline
Ingenium People will create a course outline for the bespoke workshop and share this with our
client pre-training.
3. Course Content
Ingenium People and our client will agree on the final course content.
4. Course Logistics
The workshop will take place on client’s premises at a time and date and venue to be decided.
5. Course Materials & Support
Ingenium People will write comprehensive, tailored course manuals for each delegate with
telephone and email support to complement the training. This support will also include setting
simple, yet effective, exercises for the delegates to complete post training.
6. Post-Course Questions
Ingenium People arrange for ‘Clever Nelly’ questions to be sent to each delegate to further
embed the training learned on the course. Measurable data on engagement and average scores
are provided with the option for delegates to continue to achieve accreditation.
6. Post-Course Support
Ingenium People will write a comprehensive post-course report. Including recommendations and
follow up actions. We will provide 6 months’ post course email and telephone support to all
delegates. And we will run 1 x 60 min post-course follow up session 3-6 months after the
training.
Additionally all delegates have access to Ingenium Resource Library, Forumand Ask the
Expert Section.

Stakeholder Management
Introduction
This course is designed specifically for In-House Recruitment teams who want to effectively
manage their internal stakeholders - extracting the required information, pushing back to the
business when required and promoting themselves as trusted business consultants to the wider
organisation.
Delegates will be trained to identify different personality types and learn influencing skills to
develop better relationships with key stakeholders in the business.
The primary focus is to improve the relationship and communication channels between the
recruiting team and Hiring Managers; which in turn will increase the awareness and credibility of
the internal resourcing function.
Course timetable
Session One - Introduction
➢ Scene setting - What does best practice in stakeholder management look like?
➢ Overcoming obstacles - What challenges do the recruiting team face? What are the
solutions?
➢ Building-in the Candidate Experience - Understanding candidates and stakeholder touch
points during the recruitment process
➢ Creating and getting buy-in for a Recruitment Charter (internal use only)
Session Two – Managing and Influencing the Stakeholder
➢ Understanding different people – the importance of individual differences and how to
influence in different ways
➢ Different influencing strategies and their best usage
➢ Behaviours that make the strategies work – applying requisite leadership skills for
influencing and managing stakeholders to gain commitment
➢ Dealing effectively with challenging behaviours to overcome resistance
➢ Using knowledge and competence to influence others
➢ How to constructively push back against the business effectively
What will be achieved
On completion of this course, delegates will be able to:
➢ Effectively manage internal stakeholders
➢ Work more effectively with the business
➢ Increase visibility and credibility of the in-house team to the wider business
➢ Reduce time and cost per hire

Line Manager Recruitment Training
Introduction
This course is designed specifically for Line Managers, who have responsibility for recruitment,
to support them with identifying and selecting great people to work for the business.
The focus is to provide knowledge of available interview and assessment techniques that will
enable delegates to select the right people and use both referral programmes and social
networking to identify talented individuals to join the business.
Course timetable
Session One
➢ Impact of technology and communication in recruitment
➢ How different groups interact and engage using social media
➢ Importance of Candidate Experience and positive perception of Employer Brand
➢ Group work on how different groups behave in workplace and job market
➢ Protected characteristics and legislation (general not country specific)
➢ Impact on the different stages of the recruitment and selection process
➢ Discussion around importance of policies and procedures
Session Two
➢ Candidate Attraction, Employee Referrals, different methods for applying for jobs
➢ Context of Employee Referrals and statistics on performance of hires
➢ Effective networking techniques and live examples of successful alumni networks
➢ Benefits to Employer Brand and wider business
➢ Discussion on practical ways to encourage participation and communicate scheme
➢ Overview of LinkedIn, growing your network and identifying good candidates
➢ Facebook, Twitter, Xing, Viadeo - overview and differences between them
➢ Using online discussion groups to target technical candidates
➢ Perspective of a passive candidate and how to market them to join the business
➢ Group discussion over using social media profiles to recruit
Session Three
➢ Interview preparation
➢ Managing an effective interview
Session Four
➢ Interview practice with feedback and discussion
➢ Opportunities to improve current practice
On completion of this course, delegates will:
➢ Understand the impact of technology and social media
➢ Understand current legislation on the recruitment selection process
➢ Engage in helping resourcing teams develop internal referral programmes
➢ Implement new practices for the hiring of candidates and engage their teams with the
new processes

Advanced Sourcing Skills
Introduction
This course provides In-House Recruitment teams with the very latest online sourcing skills. It
goes beyond basic Boolean searches and looks at the very latest techniques in being able to
identify candidates through online conference attendee lists, alumni groups, competitor phone
directories and niche online communities.
Course timetable
Session One – Search Skills
➢ Using advanced Boolean operators and Boolean modifiers
➢ Using field search commands
➢ X-raying (or site searching)
➢ Finding lists - conferences, alumni, competitor information
➢ Using people search engines
➢ Monitoring searches
Session Two - Advanced LinkedIn
➢ X-raying LinkedIn
➢ Optimising your own LinkedIn profile
➢ Building your LinkedIn network and making the most of groups
Session Three - Advanced Search Skills
➢ Building powerful search strings
➢ Hunting for and with email addresses
➢ Searching social networks including Google+, Twitter, Facebook and more
In practice
Delegates will be asked to use their new skills to identify relevant groups of candidates online.
This is an interactive session and delegates are required to bring a laptop/tablet.
➢ Understand advanced Boolean operators
➢ Develop highly effective search strings to identify candidates on conference attendee
lists, alumni groups, competitor phone directories and niche online communities
➢ Develop alternative ways of approaching passive candidates. Not just through LinkedIn.

Effective Online Copywriting for Recruitment
Introduction
This course is designed to provide recruitment teams with the skills, tools and techniques they
need to write online copy for recruitment campaigns. A strong practical focus as delegates
create two job ads from their own job descriptions which they work on during the course.
Using proven techniques including the AIDA advertising model to plan and target each job post,
delegates follow a step process to write creative and compelling job ads that promote the
Employer Brand and Employee Value Proposition (EVP) to attract the best candidates.
Course timetable
Session 1 – Preparing an Effective Online Job
➢ Benefits of better recruitment copy
➢ What makes a good job advertisement?
➢ The AIDA model - essential elements of an advertisement
➢ A suggested copy plan with corporate and cultural selling points
➢ Key rules - understanding legal implications
Session 2 – Creating the Online Recruitment Ads
➢ Writing online recruitment ads
➢ Key steps to writing an effective online recruitment ad
➢ Step 1 - Identify your target audience
➢ Step 2 - Have a clear purpose
➢ Step 3 - Plan the structure
Session 3 – Creative Use of Language
➢ Step 4 - Create your content
➢ Step 5 - Find your tone of voice
Practical Exercise
Write, critique and refine two job ads from job descriptions provided prior to the course so that
we can help with ideas and suggestions.
➢ Understand how to use the AIDA model to prepare job ads
➢ Ability to research, plan and write targeted job ads
➢ Understand how to extract key elements from a job description
➢ Learn how to identify needs of the target audience and search preferences
➢ Gain confidence in writing job ads that showcase the employer brand
➢ Gain confidence in write highly effective job ads quickly and accurately
➢ Understand how to adapt language and tone of voice to achieve results

Building a Successful Employee Referral Programme
Introduction
A successful Employee Referral Programme (ERP) is one of the most effective – and engaging -
ways of sourcing talented individuals. In fact, a sustainable ERP that’s embedded in your
recruiting processes is a crucial component to engendering a ‘recruiting culture’ for your
organisation.
More than that, authoritative research shows that candidates who come through referrals
perform above average in a business and are retained longer term.
This course shows delegates how to construct the business case for an ERP (for senior-level
buy-in), how to structure and promote an ERP that’s right for your business, how to identify the
‘right’ candidates through employee referral schemes - and also how to create a successful
alumni network that will feed your ERP.
Course timetable
Session One – The Business Case for ERP
➢ The context of employee referrals
➢ Statistics on cost effectiveness and performance of ERP recruits
➢ Benefits to your employer brand and the wider business
➢ Defining objectives and requirements of your scheme
➢ Engaging your senior team
Session Two - Creating your ERP
➢ Incentives to encourage participation
➢ Communication, outreach and training
➢ Measurement and assessment
➢ Referral systems on market
Session Three - Alumni Networks
➢ The business case
➢ Live examples of successful networks
➢ Creating your Alumni Network
On completion of this course, delegates will take away:
➢ A business case to engage people at senior level
➢ Practical and effective methods to create and implement an employee referral scheme
and alumni network within their business
➢ The ability to communicate a scheme internally and through external social media and
demonstrate the systems available to automate it

Building a Mobile Recruitment Strategy
Introduction
This course is aimed at those organisations who wish to better understand and develop a mobile
recruiting strategy.
Designed specifically for HR professionals and in-house recruiters to help them understand the
mobile audience, build a strategic approach to engage with this audience, and understand the
range of mobile technologies.
Course timetable
➢ The mobile job seeker – who are they and what are they doing.
➢ Building the case for your mobile strategy.
➢ From the mSite to your app – what technology is out there?
➢ Your ‘mobile brand’ – looking at the best practice is combining creativity with usability.
➢ More is less – building best in mobile functionality.
➢ Mobile marketing 1– how to build an audience to your own app and then measure it.
➢ Mobile marketing 2 – how to use the mobile audience as a media channel.
Mobile HR – you can recruit via mobile but don’t forget on-boarding and other related HR led
opportunities to engage with your future employee.
➢ On completion of this intensive one day course you will be in a position to prepare your
strategic paper on why as an organisation you need to move from ‘thinking mobile’ to
being mobile enabled.
➢ You will have a full appreciation of the mobile recruiting technology currently available
as well as likely future developments.
➢ Receive a manual listing all current mobile vendors and an overview of their
functionality.
➢ Gain insights into both the mobile site (mSite), what it is and how best to build it.
➢ Understand what a great mobile app should look like and how to design one.
➢ Plan and write your ‘requirements brief’ from a position of knowledge and therefore run
a well-informed proposal.
Understand how to market your own app, how to ‘work’ the app store and build viral
engagement as well as use the huge audiences mobile has built to attract relevant job seekers.

Candidate Attraction Strategies
Introduction
This course is specifically-designed for In-House Recruiters or Marketing Professionals tasked
with developing online recruitment marketing strategies.
Delegates will gain the knowledge and techniques to enable them to:
➢ Get the most out of job boards and differentiate against competitors and agencies
➢ Create SEO and PPC strategies
➢ Maximise the use of tools such as Twitter and LinkedIn
➢ Create and manage an online presence that consistently attracts high quality candidates
Course timetable
Session One - Job Board Advertising
➢ Key benefits, do's and don't's
➢ Standing out from the crowd
➢ Preserving your brand
Session Two - Search Engine Marketing
➢ Using search engine optimisation for recruitment
➢ The value of Pay per Click (PPC) and how to make it work
Session Three - Social Media Marketing
➢ Optimising use of LinkedIn
➢ The benefits of and using Facebook and Twitter
➢ Identifying and engaging with niche communities
➢ Develop a highly effective online recruitment marketing strategy.
➢ Understand all the different channels available to attract candidates.

LinkedIn for HR and Recruitment
Introduction
If you don't want to pay for a corporate LinkedIn Licence this is the perfect courses for you.
We provide In-House Recruitment teams with the very latest best practice in using LinkedIn to
identify and approach candidates, inside and outside their networks. Delegates will also be
provided with a comprehensive LinkedIn profile audit as well as looking at advanced LinkedIn
search skills and some tips and tricks for networking in niche areas.
Course timetable
Session One – LinkedIn Profiles
➢ LinkedIn profile audit
➢ Profile optimisation
Session Two - Advanced LinkedIn Search
➢ Accessing the power of LinkedIn’s advanced search
➢ X-raying LinkedIn
Session Three – Networking on LinkedIn
➢ Building your network
➢ Making the most of LinkedIn groups
➢ Approaching candidates found on LinkedIn
In practice
Delegates will be asked to update and improve their LinkedIn profiles (as appropriate), they will
also be expected to use their new skills to identify relevant groups of candidates on LinkedIn.
➢ Understand the capabilities and limitations of searching LinkedIn
➢ Develop effective searches to identify candidates on LinkedIn through searches and
groups
➢ Develop alternative ways of approaching passive candidates identified on LinkedIn

Basic Social Media Training for Recruitment
Introduction
The majority of social media training assumes a prior level of knowledge where delegates can
often feel intimidated to ask questions about the basics, for fear of coming across as
unknowledgeable.
Not everyone is on social media – nor do they even realise why they should be.
This course is designed for in-house recruiters wanting to know how to harness the power of
social media engagement using Facebook, Twitter, LinkedIn, YouTube, Instagram, Google + and
the rest - but don’t know where to start!
Designed for the social media novice, the objective is for delegates to leave with a profile set up
on each of the main social media channels - and armed and ready to use social media
successfully as part of your recruitment process.
Course timetable
Session One – Set up
➢ Identifying your key social media channels
➢ Setting up your social media profile
➢ Understanding the etiquette and language
Session Two - Making contact, sourcing candidates
➢ Finding candidates and getting them to follow
➢ Finding and publishing content
➢ Using tools on social media
➢ What could go wrong and how to fix it
➢ Set up an interactive social media profile
➢ Understand how to use and interact via social media platforms
➢ Source candidates and establish relationships using social media
This is a practical and interactive course so we encourage delegates to bring their preferred
technology platforms with them.

Advanced Interviewing Skills
Introduction
This course is designed specifically for In-House Resourcers and Hiring Managers, who have
responsibility for recruitment.
Many large companies will have a structured framework within which they manage their talent
development. This normally impacts on the way skills and knowledge are described and
categorised. These competencies, in turn, can filter down to the recruitment process, driving
what needs to be covered in interviews.
This course will provide you with the tools and expertise required to interview candidates
successfully, promote the company's brand and understand your company's recruitment process.
Course timetable
Session One - General Principles
➢ Staying safe - fairness and discrimination
➢ Structure of an interview
➢ Company selection criteria and competencies
Session Two - Interview Preparation
➢ Responsibilities as an interviewer
➢ How to prepare
➢ How to structure an interview
➢ The different questioning techniques
➢ How to close
➢ How to document the interview effectively and safely
➢ How to feedback to candidates
Session Three - Interview Practice
➢ Interviews
➢ Feedback sessions
➢ Carry out a competent selection interview
➢ Apply company selection criteria in a consistent and fair manner
➢ Understand your company’s recruitment processes
➢ Understand the recruitment environment in which the team operates
➢ ‘Sell’ the Employer Brand consistently and effectively

Engaging With, Qualifying and Closing Interest
of Candidates
Introduction
This course focuses on giving you the skills required to communicate and build relationships with
current and future candidates. It enables you to:
➢ Identify, engage and attract the right candidates
➢ Guarantee a healthy pipeline of potential candidates
➢ Utilise your Employer Brand and Employee Value Proposition (EVP) messages to achieve a
successful resourcing strategy
Course timetable
Session One – Engaging with and qualifying candidates
➢ Making your introduction
➢ Capturing interest - the two minute pitch
➢ Selling the role and organisation
➢ Using EVP and organisational culture as a tool
➢ Profiling the candidate
Session Two – Sealing the deal
➢ Understanding candidate motivations
➢ Overcoming objections
➢ Closing interest – now or for the future?
➢ Initiating a process - what happens next
Session Three – Managing the Pipeline
➢ Best practice in managing candidate pipelines
➢ Keeping in touch - effective and efficient communication techniques
➢ Educating internal stakeholders on the concept of candidate pipeline
The sessions will include some role playing exercises. Delegates are asked to bring examples of
positions they are currently working on to use as case studies.
➢ Confidently approach candidates
➢ Effectively and consistently promote EVP
➢ Manage candidates effectively through the process
➢ Manage pipeline of relevant candidates
➢ Close and reject effectively

Managing Candidate Experience
Introduction
This course is specifically designed for In-House Recruitment teams and Marketers who have
direct contact with candidates.
Candidates who have a bad experience with your organisation are 7 times more likely to tell
their friends about it than those who had a good experience.
Candidates are sharing their poor experiences today in huge numbers on sites like Glassdoor, and
social media. There’s nowhere to hide.
A poor candidate experience results in reduced access to top talent, reduced efficiency,
increased costs and lowered quality, ultimately impacting your bottom-line.
Improving an experience is essential to improving your pipeline of talent and overall employer
brand.
The primary focus of this course is to understand the importance of the candidate experience,
identify where the candidate experience goes wrong and implement practical steps into
improving that experience.
Course timetable
Session 1 - Definition and measurement
➢ What is a candidate experience?
➢ Why is it important?
➢ How to measure it?
Session 2 - What does your candidate experience look like?
➢ What does your recruitment process look like?
➢ What does the candidate experience look like?
➢ What should the candidate experience look like?
Session 3 - How to action your identified improvements
➢ Identify the big ticket items you can change?
➢ Who do you need to involve to implement?
➢ How to ‘sell in’ these improvement
➢ Understand and know the importance of Candidates Experience
➢ Have a clear understanding of your current Candidate Experience processes
➢ Be able to identify improvements and implement practical solutions

Control and Management of Candidate Database
Introduction
A candidate database is the foundation stone of efficient and sustainable recruitment strategy.
It is critical for effective resourcing and talent pool management – offering you the benefits of
segmented target audiences, pre-qualified screening and deep candidate intelligence.
This course will show you how to create, control and manage a candidate database that gives
you and your organisation greater competitive advantage, even in the most fiercely competitive
markets.
Course timetable
Session One
➢ The key principles of creating knowledge management systems
➢ Classification of candidates by company, role, salary, notice period, availability, interest
and recruitability
➢ Creating a culture of the open source pool
Session Two
➢ Engaging with your talent pool for ongoing networking, name gathering and company
information
➢ Engaging with your talent pool to improve your employer brand – through newsletters,
tweets, emails, texts, etc
➢ Engaging with your internal clients to improve your internal brand and credibility –
through newsletters, emails, etc
➢ Using online tools and websites – including integration with existing ATS systems
➢ Using online tools to monitor for company and market information, through Twitter,
LinkedIn, RSS feeds and online media monitoring tools
On completion of this course, delegates will have:
➢ Understanding of a candidate database as a knowledge management system
➢ Expertise in how best to segment candidates; knowledge of how to engage with
candidates in your pool
➢ Understanding in using online tools and websites to grow your network

Screening and Selection Techniques
Introduction
This intensive course will give delegates the knowledge and understanding of current best
practice in screening and selection techniques. It will ensure you are fully conversant in the
latest recruitment and selection techniques, including advanced interviewing skills.
Course timetable
Session 1 - The World of Work
➢ Technology and the recession and the impact of social media
➢ How people apply for jobs and behave in the workplace
➢ Candidate experience and how to ensure a positive perception
➢ Equality Act 2010 and policy implementation
Session 2 - Recruiting, Searching and Preparing for Interview
➢ Different methods for applying for a job
➢ Recruitment market including costs/benefits
➢ What makes a good CV and selection for interview
➢ Interview selection and preparation including legislation
Session 3 - Interviewing, Review and Selection
➢ How to improve the recruitment and selection process
➢ Interview structure, questions and review action points
➢ Selection techniques and psychometric testing
➢ Note taking and data protection legislation
Session 4 - Interview Practice
➢ Using CVs and interview questions
➢ Role play of interview process and feedback
➢ Demonstrate the importance of Candidate Experience during hiring process
➢ Understand the impact of legislation on the recruitment process
➢ Appreciate the importance of policies and procedures in a business
➢ Understand how to undertake a job analysis to create a job and person specification
➢ Demonstrate range of methods for candidates to apply for jobs
➢ Understand what makes a strong CV and how to select the best applicant to interview
➢ Explain the importance of preparation before interviews and what is required
➢ Use different questioning techniques during an interview
➢ Structure an interview and manage it to market a business effectively
➢ Understand how to take notes at an interview and explain their importance
➢ Explain the different selection techniques available and when they would be used

Introduction to Psychometric Testing
Introduction
The course will provide an overview of Psychometric Testing. Delegates will leave with a clear
understanding of the strengths, limitations and applications of the testing process.
It will also look at its uses for succession planning, career development and counselling and
other forms of assessment such as aptitude and skills testing.
Course timetable
Session One – An introduction
➢ What a psychometric tool really can and can't measure
➢ The key principles of psychometric assessment, including reliability, validity and
standardisation
➢ The value and impact of using psychometric tests in recruitment/selection
Session Two - What’s out there
➢ An overview of the full range of assessment tools available
➢ Working with line managers and agency recruiters
➢ Review of different tests on the market
➢ Psychometric training
Session Three – Discussion and group exercises
Prior to the course delegates will have access to a choice of psychometric tests to complete in
order to further understand their usages.
Please note that attendance at the course does not qualify delegates to use psychometric tests.
➢ Have an in-depth understanding of Psychometric Testing
➢ Understand the psychometric testing market
➢ Understand available training options

Recruiting and Building an In-House Recruitment Team
Introduction
With the changes in technology (and in particular the use of social media) alongside the
continuing high cost of agencies, many businesses have either launched or are reviewing the cost
benefits of bringing the resourcing function In-house.
This course is a half-day course followed by Managing and Developing an In-House Recruitment
Team, which enables HR Directors and Heads of Resourcing to attend either the whole day or the
afternoon to support the development of their In-House Resourcing function.
Within the day the content covers both the cost and business benefits of introducing an in-house
team, alongside the practical tools to set the function up and operate it effectively.
Course timetable
Session One – The Business Case
➢ Statistics on the cost benefits of in house resourcing
➢ Changes in technology and the market
➢ Benefits to your employer brand and the wider business
➢ Organisational structure
➢ Defining objectives of resourcing function
➢ Engaging senior team
Session Two - Setting up an In-House Resourcing function
➢ Recruiting the team
➢ Training and capability
➢ Communicating the vision
Session Three – Using Resourcing tools
➢ Direct sourcing
➢ Use of technology
➢ Social media
➢ Present the business case to engage people at senior level
➢ Use practical and effective methods to create and implement an In-House function within
their business
➢ Introduce an effective candidate experience, looking at what agencies do to ensure
offers are accepted

Managing and Developing an In-House Recruitment Team
Introduction
Many businesses have already realised cost benefits and enhancements to the perception of their
Employer Brand through bringing the recruitment function in house and setting up a team.
This course is focused on enabling HR Directors and Heads of Resourcing to extend this capability
to executive search and will include the business benefits of doing so, alongside the practical
tools to set the function up and operate it effectively.
Course timetable
Session One
➢ Statistics on cost benefits of In-House Executive Search
➢ Changes in technology and the market which enable this
➢ Benefits to Employer Brand and wider business
Session Two
➢ Organisational structure
➢ Defining objectives of executive search team
➢ Engaging senior team
➢ Exercise in small groups
Session Three
➢ Internal and external marketing
➢ Use of talent mapping and research
➢ Communication and training
Session Four
➢ Ensuring an outstanding Candidate Experience
➢ How to ensure offers are accepted
➢ Live examples of In-House Executive Search
Group discussion
➢ Identify how best to sell your Employer Brand
➢ Use practical and effective methods to create an exceptional Candidate Experience
➢ Understand the best practice methodologies in direct sourcing
➢ Present an expert view on how to manage your talent pipeline

Time Management for Recruiters
Introduction
This course is specifically designed for busy In-House Recruiters and HR professionals, providing
the opportunity to explore fundamental principles of time management relevant to the In-House
Resourcing function. Take stock of your current working practices and determine action that will
enhance your personal, team and organisational effectiveness.
Emphasis is placed on managing your own time and helping others to manage theirs. The course
focuses on skill sets of personal effectiveness – such as communication, planning, prioritisation,
assertiveness, delegation and influencing skills.
We also look at some of the latest time-saving apps relevant to In-House Recruiters.
Course timetable
Session One - Prioritise and Plan
Introduction - How to manage the unique pressures experienced by In-House Resourcing
professionals through effective time management skills
Time Robbers - Identifying ‘Time Robbers’ and how to stop them
Prioritisation- How to view each part of your role as a project and prioritise accordingly
Planning- How to plan your activities so that you can achieve your goals and priorities in the
time you have available
Session Two - Delegate and Organise
Assertiveness and How to Say ‘No’- How to be Assertive and push back constructively on
certain tasks and projects
Delegation - 10 steps to successful delegation which saves you time, develops the people around
you, and motivates
Goal Setting - Smart goal setting for in-house resourcing professionals
Techniques and Tools for Great Organisation- Latest time saving techniques and apps which
you can use as part of your daily routine
Session Three - Take Action and Manage
The Four D’s- Implement a robust model for priority management
Inbox Exercise- Useful insights into how you might make judgements and decisions
Managing your Workload - Good time management and will increase your productivity
Your Personal Action Plan- Set achievable milestones with ongoing review and improvement
Understanding effective processes whilst minimising the ‘Thieves of Time’:
➢ Manage priorities and schedule tasks to increase work effectiveness and productivity
➢ Become more assertive and manage relationships more effectively
➢ Manage reactive behaviours with colleagues, interruptions and emails
➢ Effectively plan for short, medium and long term objectives
➢ Allocate time to each task in its order of priority

Diversity and Inclusion in Recruitment
Introduction
A bespoke course aimed at organisations who want to understand more about current best
practice in Diversity and Inclusion (D&I).
The course has been developed based on the belief that an organisation that is 'balanced and
representative' is proven to be: More creative and innovative, more resilient, higher performing
in terms of delivering to a diverse customer base
The course draws on a series of real life case studies and will use a mixture of scenario setting
and multiple choice questions to engage and educate.
The course content is Equality Act 2010 compliant which helps protect an organisation against
any claim of discrimination under 'reasonable practicable steps'. The course has been developed
with additional input from a discrimination law specialist who will regularly review course
content to ensure it reflects up to the minute changes and developments in D&I regulation and
best practice.
Course timetable
Session One - What is Diversity & Inclusion
➢ Definitions of D&I
➢ Who does it include? The nine groups or 'protected characteristics'
➢ The business case for D&I
➢ Current key drivers in the UK: gender, age and disability
➢ Case Studies (a selection from):
➢ Tesco on age | Sainsbury on gender
➢ Barclays on disability | Lloyds TSB on sexual orientation
➢ National Grid on family friendly | Metropolitan Police on ethnicity
Session Two - 'Dignity at Work' Cultural Awareness(including scenario setting)
➢ How to be inclusive in the recruitment and talent management process
➢ The dangers of unconscious bias
➢ The importance of different vocabularies
➢ The importance of role modelling and celebrating existing good practices
➢ Key do's and don'ts
➢ Up to the minute knowledge of current best practices
➢ An understanding of the business case for D&I
➢ Practical understanding of do's and don'ts
➢ Legal understanding of the 'Protected Characteristics'

Recruitment and the Law
Introduction
This course explains and reviews the impact of Employment Law throughout the recruitment
process to minimise risks and develop best practice in recruitment campaigns and using social
media for recruitment.
For HR professionals and In-House Recruiters who need to have a good understanding of the law
relating to recruitment to avoid common pitfalls and enhance an employer’s brand.
Course timetable
Session One
➢ Right person – right job
➢ Job descriptions and person specifications, application forms
➢ Advertising and shortlisting, do’s and don’ts of the recruitment process
➢ Interviewing, psychometric tests, inductions and probationary periods
Session Two
➢ Before starting work, oral and written offers, references and medicals
➢ Avoiding illegal working, work permits and visas
➢ Verifying CVs, background checks and criminal convictions
Session Three
➢ Establishing good working practices and Equal Opportunities monitoring
➢ Direct and indirect discrimination in the recruitment process, equal pay issues
➢ Maintaining adequate records, Data Protection issues and recruitment
➢ Equality and Human Rights Commission Employment Statutory Code of Practice
Session Four
➢ Employees, workers, agency workers, fixed-term and part-time contracts
➢ Statement of terms and conditions, implied and express terms, restrictive covenants
➢ Relocation and employing non-UK nationals, law on immigration and employment
Session Five - Social Media
➢ Avoiding the main legal pitfalls around using social media as a recruitment tool
➢ Manage relevant privacy, discrimination and data protection issues
➢ Review and audit your own social media presence and use
On completion of this intensive course, delegates will have a thorough understanding of the main
legal risks and pitfalls in the recruitment process and a good knowledge of what steps an
employer should take to avoid them.
Best practices for each stage of the recruitment process are provided, including identifying the
vacancy at the outset, preparing a job description, deciding whether an exemption applies to
the vacancy, advertising the vacancy, dealing with speculative applications, undertaking equal
opportunities monitoring, shortlisting and interviewing, making an offer of employment and
inducting the new employee.

Upskilling In-House Recruiters
Introduction
This course takes delegates through the nuances of what it is to be part of an In-House Talent
Acquisition team to ensure they walk away with a strong understanding of modern In-House
Recruitment, and what they can and cannot influence within their business.
Short-sharp sessions focusing on the key aspects of Talent Acquisition today. Includes exercises
and take-aways that can be embedded in day to day working practices and, if appropriate,
performance management frameworks, to support continued performance improvement.
Sessions are interactive with delegates encouraged to bring live examples and frame the training
in light of their current employer.
Course timetable
Session 1 – Advanced Sourcing Skills
How to work through the maze of sourcing to clearly understand the value of multiple routes to
market. How to map and plan the best routes for each business area/function. How to go beyond
finding potential candidates to focus on engaging with potential employees.
Session 2 – Managing Internal Clients
How to identify your internal clients so that you can manage and develop beneficial relationships
with them. How to collaborate with line managers during the recruitment process in a way that
adds value to the business. How to increase the credibility and awareness of your team to the
wider business.
Session 3 – Process Management
How to understand and manage systems, processes and administration - one of the biggest
shocks to many new In-House Recruiters. How to make ‘process’ your friend, stay on top of it,
and challenge it as necessary, based on data and ROI, if appropriate.
Session 4 – Candidate Experience
How to map the Candidate Experience with a clear understanding of what it should look like for
your company. How to develop personal goals around what you can deliver to your candidates
and how you can you use this to be truly influential within the business, and improve your
impact on the recruitment process.
Session 5 – Employer Branding
How to gain a clear understanding of Employer Branding and how your Employer Brand impacts
on Candidate Attraction and Experience. How to incorporate and promote your Employer Brand
as key part of your recruitment advertising, screening, hiring and selection process.
By the end of this course delegates will be able to:
➢ Understand the importance of the Employer Brand
➢ Engage with Hiring/Line Managers with confidence
➢ Recognise the benefits of the internal recruitment process
➢ Engage with candidates, successfully and professionally
➢ Source candidates using complex online search strategies

Developing an In-House Executive Search Function
Introduction
Many businesses have already realised the high-value cost benefits (and enhancements to their
employer brand) gained by bringing the recruitment function in house.
This specially-designed course is focused on enabling HR Directors and Heads of Resourcing to
extend this capability to executive search – through a stimulating course that will include the
business benefits of doing so, as well as the practical tools to set-up the function and operate it
effectively.
Course timetable
Session One
➢ Evidence and statistics on the cost benefits of in-house executive search
➢ Changes in technology and the market that facilitate a move in-house
➢ The benefits to your employer brand and wider business
➢ Group discussion
Session Two
➢ The organisational structure
➢ Defining the objectives of your executive search team
➢ Engaging your senior team
Session Three
➢ Internal and external marketing
➢ Use of talent mapping and research
➢ Communication and training
Session Four
➢ Ensuring an outstanding candidate experience
➢ How to ensure offers are accepted
➢ Live examples of in-house executive search
➢ Group discussion
➢ A business case to engage people at a senior level
➢ An understanding of practical and effective methods on how to create and implement an
in-house function within your business.
➢ The ability to introduce an effective Candidate Experience, looking at what executive
search firms do to ensure offers at senior level are accepted

Choosing the Right Recruitment Technology
Introduction
This course will provide delegates with the knowledge, tools and processes necessary to identify
the most appropriate recruitment technology, to support the In-House Recruitment activity of
the business.
Course timetable
Session One - Understanding the recruitment technology market
➢ Overview of the recruitment technology market
➢ Applicant tracking systems (ATS)
➢ Candidate testing software, links with social media applications
Session Two - Identifying what's right for your business
➢ Mapping your recruitment processes (current and future)
➢ Learning from the experience of others
➢ Creating your technology 'shopping list'
Session Three – The purchasing decision
➢ Taking your shopping list to the market place
➢ Functionality and configuration.
➢ System demonstrations
➢ Testimonials
➢ Understanding costs
The course will be interactive and draw on real life examples of successful technology
implementation.
On completion of this course, delegates will leave with a complete business case toolkit that
they will be able to adapt to their own organisations.

Building a Business Case for In-House Recruitment
Introduction
This course includes a series of interactive sessions which will provide delegates with the
knowledge, tools and templates required to:
➢ Identify the needs of their own organisation
➢ Deliver a considered and comprehensive business case for in-house recruitment
Course timetable
Session One – Introduction to basic principles
➢ In-house versus external recruitment
➢ The key differences explained
➢ The changing recruitment landscape and the drivers for change
➢ In-House Recruitment - What are we really trying to achieve?
➢ Understanding the key business drivers (cost, quality, employer branding)
➢ The Candidate Experience and journey
➢ What does good look like?
➢ What will be different?
➢ In-house team roles
➢ Know your numbers
➢ Recruitment metrics
➢ Manpower planning considerations
Session Two – Building the business case
➢ Five key considerations
➢ Who is my audience? Identifying key stakeholders and decision makers
➢ Financials - how much will this save?
➢ ROI/cost benefit analysis
➢ Critical success measures
➢ Implementation plan
Delegates will be encouraged to work together to share experiences and build their own business
case.
On completion of this course, delegates will leave with a complete business case toolkit that
they will be able to adapt to their own organisations.

Case Studies
"Ingenium People gave us the specialist skills to find passive job seekers online – how to
gain access to key market and candidate information and use alternative ways to source
candidates other than job boards and LinkedIn."
When Accenture wanted to enhance their In-House Resourcing skills and establish key metrics for
future measurements, they turned to Ingenium People. We worked with their team to
understand the key dynamics, before designing a bespoke Advanced Sourcing Skills course that
also base-lined their existing skillset.
The result
A 17% increase in hires from proactive resourcing techniques, an 8% increase in referrals and a
22% reduction in agency referrals.
The business
Accenture are a global management consulting, technology services and outsourcing company,
with approximately 266,000 people serving clients in more than 120 countries. They are trusted
by clients to bring a combination of unparalleled experience and comprehensive capabilities
across all industries and business functions – working with the world's most successful
organisations to help them become high-performance businesses and governments.
The challenge
To design a bespoke training programme that helped to baseline the capabilities of the
recruitment team. Embracing the latest technologies and practices to improve direct sourcing of
quality candidates, increase direct hiring and referrals, and reduce cost per hire and reliance on
agencies.
The solution
A bespoke training course to hone existing direct sourcing strategies using cutting-edge
technologies to engage passive candidates and significantly reducing spend on agency and job
board contracts.
The outcomes
The Ingenium training course resulted in 20% of the company's hires come from proactive
sourcing techniques (compared to 3% the previous year), together with an increase in referral
hires by 8% and reduction in agency usage by 22%.
This contributed to a significant shift in total recruitment spend and an increase in quality of
hire. The Ingenium programme, in their own words, "had a significantly positive impact on the
team's performance and key deliverables over the course of the financial year."

Engaging With, Qualifying and Closing Interest of Candidates
“Ingenium People delivered expert ‘on brand’ best practice
training across all aspects of engaging with, qualifying and
closing scarce-skill candidates.”
The business
A financial services group with more than 30 million customers in the UK – a familiar name on
almost every high street, through a strong heritage built around Lloyds TSB, Halifax, Bank of
Scotland, Scottish Widows and other trusted financial services brands.
The challenge
Lloyds Banking Group had already made significant commitment to develop their direct sourcing
capability when they asked Ingenium People to help maximise the potential of their In-House
Resourcing Team.
Our training brought best practices to the team, across the latest techniques in researching,
identifying, approaching and closing hard-to-find, scarce-skill candidates – resulting in greater
hires and reduced cost per hire.
Our solution
To deliver results and ROI, it was paramount that the teams had a comprehensive understanding
of the latest techniques in researching, identifying, approaching and managing candidates
through the recruitment process.
Ingenium People delivered expert ‘on-brand’ best practice training across all aspects of engaging
with, qualifying and closing scarce-skill candidates.
The outcomes
The training has resulted in better hires and significant cost savings for the Lloyds Banking Group
business, with additional valuable benefits including:
➢ Significantly less reliance on third-party agencies
➢ More control of the recruitment brand

"Ingenium’s training saw 20% of hires coming from proactive sourcing
techniques compared to 3% the previous year. We were also able to
increase referral hires by 8% and reduce agency usage by 22%."
Ingenium People worked with the Virgin Media In-House Recruitment team
to understand their internal recruitment processes and their particular skillset requirements –
before delivering a practical and engaging training course that how to write targeted,
compelling copy to attract any quality candidate.
The Virgin Media business now has an easy-to-use and proven best-practice template, as well as
enjoying full post-training support to help continually improve results.
The business
Virgin Media is a high-performing part of Liberty Global plc, the world's largest international
cable company. Together, Virgin Media and Liberty Global serve 25 million customers across 14
countries, helping connect people to the digital world and enabling them to discover and
experience its endless possibilities.
The challenge
The challenge was to train the team to convert a wide variety of technical and often complex
job descriptions into attractive and effective online ads – to deliver mission critical results.
Our solution
Ingenium People sat with the in-house team to discuss requirements and to understand specific
internal recruitment processes, helping them develop a consistent and attention-grabbing style
to their online recruitment copy.
Following an analysis of their existing online recruitment advertising, we developed a bespoke
online copywriting recruitment course to meet their specific needs.
Post training, we developed a support service which included comprehensive course manuals,
telephone and email support and analysis of the improvement in jobs ads post training.
The outcomes
We were able to help the team develop the standard template which enabled them to easily
convert complex job descriptions into attractive online ads – improving both their creative and
business writing skills.
The delegates had a thorough understanding of how people look for, read and apply for jobs
online – and were left with a thorough grasp of what constitutes best practice in online
copywriting.
Virgin Media now have a working template for all their online job ads.The recruiters now have
the skills to write effective and engaging copy, for any type of role. Critically, the business is
now able to differentiate their ads against their competitors, in a fiercely competitive market.

"Ingenium People developed a bespoke online copywriting
recruitment course to meet our specific needs. Post training,
they provided a support service which included comprehensive
course manuals, telephone and email contact, and analysis of
the improvement in our jobs ads."
Berwin Leighton Paisner (BLP) works in the world of international law and needed to harness
every possible competitive advantage in terms of candidate attraction.
Ingenium People audited BLP's existing candidate marketing before delivering an Online
Copywriting Course that showed the practical techniques required to write consistently
compelling online advertising that attracts high-value candidates, with full post-training support
that included manuals, ongoing analysis of improvements & telephone-based support.
The business
BLP is an international law firm with over 850 lawyers, including more than 200 partners based
across nine offices. They have offices in eight countries around the world, predominantly
providing services in corporate, finance, litigation and dispute resolution, real estate and tax.
BLP has won the ‘UK Law Firm of the Year’ on no fewer than five occasions in the last decade.
The challenge
To develop a consistent and attention grabbing style for BLP online recruitment copy. The
challenge was to train the team to convert technical and often complex job descriptions into
attractive and effective online ads to win hearts and minds in a fiercely competitive market.
Our solution
Ingenium People sat with the in-house team to discuss requirements and to understand specific
internal recruitment processes. We then did an analysis of their existing online recruitment
advertising - developing a bespoke online copywriting recruitment course to meet their specific
needs. Post training we provided a support service which included comprehensive course
manuals, telephone and email support and analysis of the ongoing improvement in the BLP jobs
ads.
The outcomes
We were able to help the BLP team develop an engaging standard template which enabled them
to easily convert complex job descriptions into attractive online ads. Delegates had a thorough
understanding of how people look for, read and apply for jobs online.
They also understood what constitutes best practice in online copywriting - help them improve
their creative and business writing skills. The lasting benefits from the training included:
➢ BLP now have a working template for all types of online job ads.
➢ The recruiters now have the skills to write effective copy for any role
➢ The business is able to differentiate their ads against their competitors

“Ingenium People gave us the specialist skills to find passive
job seekers online – how to gain access to key market and
candidate information and use alternative ways to source
candidates other than job boards and LinkedIn.”
The business
A financial services group with more than 30 million customers in the UK – a familiar name on
almost every high street, through a strong heritage built around Lloyds TSB, Halifax, Bank of
Scotland, Scottish Widows and other trusted financial services brands.
The challenge
Finding passive job seekers online is a challenge for any employer – but it became particularly
pertinent for Lloyds Banking Group as the business continued its impressive expansion.
Ingenium People worked with the Group to identify key areas for improvement, providing a
training course that delivered an in-depth knowledge of Online Sourcing, including how to gain
access to key market and candidate information, use alternative ways to recruit other than
LinkedIn and Job Boards - all-in-all demonstrating the latest techniques in online sourcing
techniques.
Our solution
Ingenium People sat with the in-house team to discuss how they currently source clients online
and the requirements of the In-House Recruitment team.
Using our in depth knowledge of the online sourcing market we developed a bespoke course
specifically for their needs - providing the team with the very latest skills and techniques in
online sourcing.
It also gave them the confidence to be able to identify key sites and source otherwise hard to
find candidates online.
Key expertise’s learnt included
➢ Advanced Boolean operators and specific search strings to find candidates online
➢ The skills to find highly specific industry related sites which attracts relevant candidates
to the business
➢ The use of third party applications to enhance and speed up their online sourcing
The outcomes
Following their training the team were:
➢ Up to date with the latest sourcing techniques
➢ Equipped with skills and knowledge to find passive candidates
➢ Able to push relevant content to niche candidate groups

Your Investment
Ingenium People Training Courses
The Training Package
Including full pre and post training support
Uniquely, our training packages enjoy full pre-course preparation for each delegate, as well as
full post-training support. This includes:
➢ Pre course briefing
➢ Preparation of bespoke training course and materials
➢ Production of individualised course manuals
➢ Pre-course exercises
➢ Highly engaging delivery
➢ Up to two trainers per course
➢ Post course exercises
➢ Follow up review meetings, within 1 and 6 months of the training
➢ Post course telephone and email support
➢ 60-90 minute follow up session - 8 weeks after the course
It’s a package that only we offer – and it gives our clients the best chance of recruiting success.
That’s the ’Ingenium difference’.
Bespoke In-House Courses
Half Day £2,000 + VAT max 12 delegates per course
Full Day £3,500 + VAT max 12 delegates per course
Clever Nelly’s knowledge retention application powered by Ingenium’s IP, is charged at
£250/delegate for 6 months support and comes with her performance guarantee.
We charge reasonable travel and subsistence expenses.
Public Training Courses
Half Day £299 + VAT per person max 12 delegates per course
Full Day £499 + VAT per person max 12 delegates per course

Ingenium Resource Library and Forum
The Ingenium Resource Libraryis a section of our website where you can find the latest
information on best practice across 15 key aspects of In-House Resourcing and HR.
We have sourced over 1,800 current white papers, books, videos, podcasts, events and articles
relevant to your role as a busy In-House Recruiter or HR Professional. You can also sign upto
receive the latest Library Highlightsand blog articles, straight to your inbox.
It’s a completely free resource for the industry.
Find knowledge
To help you find the information you are looking for quickly, and to enable you to browse more
easily, we have organised the content into the following sections:
Articles
White Papers
Videos
Podcasts
Books
Events
All the white papers are available as free downloads, and are listed under topics including
Diversity and Inclusion, Graduates and Internships, Employer Branding, Candidate Experience,
Recruitment Technology, Data Analysis, and Recruitment and the Law.
Ask the expert
We have engaged 30 leading experts to answer your questions and share insights with you. You
can view members of our team here, and click through to their individual profiles where you can
send your questions.
Join our forum
Our Ingenium People Forumprovides the opportunity for you to post questions and share ideas
about In-House Resourcing, HR and related subjects. It’s a private group where you can
exchanging knowledge and experience in using Recruitment Technology and other providers.
We invite you and your fellow professionals to join us here or please contact us on 0845 459
1990if you would like to contact us directly.
Website - http://www.ingeniumpeople.co.uk/library
LinkedIn Forum - Search ‘Ingenium People Forum’ in the Group Directory and request to join.

Ingenium Training Courses
www.ingeniumpeople.co.uk/courses
● Stakeholder Management
● Line Manager Recruitment Training
● Advanced Sourcing Skills
● Effective Online Copywriting for Recruitment
● Building a Successful Employee Referral Programme
● Building a Mobile Recruitment Strategy
● Candidate Attraction Strategies
● LinkedIn Training for HR and Recruitment
● Basic Social Media for Recruitment
● Advanced Interviewing Skills
● Engaging With, Qualifying and Closing Interest of Candidates
● Managing Candidate Experience
● Control and Management of Candidate Database
● Screening and Selection Techniques
● Introduction to Psychometric Testing
● Recruiting and Building an In-House Recruitment Team
● Managing and Developing an In-House Recruitment Team
● Time Management for In-House Recruiters
● Diversity and Inclusion in Recruitment
● Recruitment and the Law
● Upskilling In-House Recruiters
● Developing an In-house Executive Search Function
● Choosing the Right Recruitment Technology
● Building a Business Case for In-House Recruitment
Information about our talented team of trainers - industry-leading experts with a minimum 15
years’ experience working with wide-ranging In-House Recruitment teams, across all industries
and sectors - can be found at www.ingeniumpeople.co.uk/trainers

Tactical Workforce Planning
‘Lean Recruitment’
Many companies over the years have adopted some kind of ‘Lean’ business concept to reduce
waste and increase productivity. In recruitment terms, companies have spent significant sums
utilising predictive analytic software to make sure their supply chain processes are as slick,
efficient and joined up as possible, and yet as an integrated business concept, it is still very new
to Talent Acquisition.
Using our ‘Lean Recruitment’ methodology and software, we help our clients maximise
productivity and maintain a healthy talent pool to fulfil customer demand - it’s all about the
forecasting.
Take a look at these benefits and results, and let us organise a bespoke demo for you.

Contact
If you would like further information regarding any of our courses, please do not hesitate to
contact us.
Ingenium People Limited
A training company dedicated to In-House Resourcing Professionals
Telephone +44 845 459 1990
Email info@ingeniumpeople.co.uk
Website www.ingeniumpeople.co.uk
Resources www.ingeniumpeople.co.uk/library
Ingenium People is a limited company registered in England & Wales.
Registered number: 8193645

Ingenium People Training Brochure 2016

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