Recruitment & Selection - Learnbox

Recruitment and Selection

Few decisions in business have as much potential for impact (good or bad) as who we decide to employ. Every person who is brought onto your team will either enhance your values and build your brand, or leech collective energy at the cost of what you’ve built. This course aims to minimise the risk of poor recruitment decisions. Learn various recruitment tools, understand employment equity legislation and explore your own unconscious bias. If you’re involved in recruitment, whether as a HR professional, or as a departmental manager, this course is for you.

Lesson Information

Lesson 1

Unconscious bias in recruitment

As humans, we can all fall prey to unconscious bias when faced with interviewing a candidate. It could be as simple as the smell of a person’s perfume to something more fundamental like their gender or race. In this lesson you will learn:

  • How to define unconscious bias
  • About different types of unconscious bias
  • How to minimise the impact of unconscious bias

Lesson 2

Pre-screening

Prior to any interview, we engage in a pre-screening process. In this lesson you will cover:

  • How to screen a candidate CVs
  • How to identify irrelevant information and common mistakes
  • The telephone screening process

Lesson 3

Selection methods and their value

There are a multitude of selection methods that can be used during the recruitment process. In this lesson we discuss the following topics:

  • Selection methods
  • Value of selection methods
  • What methods should be used

Lesson 4

Steps in the interview process

Like any task, being organised and following a methodical process assists in a successful outcome of your interview. In this lesson we discuss:

  • Planning, preparing and opening the interviews
  • Closing, and being prepared for the reverse interview
  • Evaluating and giving feedback

Lesson 5

Interview skills: Probing

In this lesson we start to discuss the skills required to conduct a successful interview, specifically with regards to asking questions. You will cover:

  • Probing questions
  • How to ask probing questions
  • Do’s and don’ts of probing questions

Lesson 6

Interview skills: Active listening

In this lesson we discuss the skills required to conduct a successful interview, specifically with regards to listening. We cover:

  • What active listening is
  • How to practice active listening
  • Active listening pitfalls

Lesson 7

Competency-based interviewing

Competency-based interviews use questions which aim to find out how the candidate has used specific skills in their previous experience and how they would approach a problem, task and challenges. In this lesson we discuss:

  • What competency-based interviewing is
  • How to construct competency-based interview questions
  • Evaluating and scoring based on competency-based questioning

Lesson 8

The two-question performance-based interview

Getting the full answer to a question requires a great deal of fact-finding on the part of the interviewer. In this lesson we discuss the two-question performance-based interview and how to structure and ask these questions through applying the learning in the following topics:

  • The performance profile
  • How to ask the first question
  • How to ask the second question

Lesson 9

Hiring for culture fit

Cultural fit is a concept that can be hard to define, but it is evident when it is missing. At its core, cultural fit means that employees’ beliefs and behaviours are in alignment with their employer’s core values and company culture. In this lesson we discuss:

  • Understanding culture fit
  • What is culture dependency?
  • Interviewing for culture fit

Lesson 10

The SA legislative framework

Every country’s recruitment process is governed by specific legislation. This lesson is specific to South Africa and describes the role of the Employment Equity Act in the recruitment process:

  • The purpose of the EEA
  • Exceptions to unfair discrimination
  • Integrating the EEA requirements

Expert Presenter

Suzaan de Stadler

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Suzaan de Stadler completed her BComm (Psychology) Honours degree through the University of Stellenbosch and is a registered Psychometrist with the HPCSA. She has gained extensive Human Resources consulting and training experience in the areas of industrial relations, compliance, HR process design, training, recruitment, and psychometric assessments and is currently a proud business owner of a consulting company focusing on these key areas. She is a combination of empathy and no-nonsense, with a passion for what happens when humans and business collide. She gets a kick out of mediating staff issues, putting the right strategies and processes in place, developing individuals and teams, and helping businesses ensure that they put the right people in the right roles.
suzaan