Duration - 1 day

Introduction

We hire people for their technical ability, and then get rid of them because of their behavioural faults.

All the problems that one experiences in managing people, stem from ineffective recruiting practices. If we recruit correctly, 90% of the management problems that we experience on a daily basis, will never occur. If we get recruitment right, people management becomes a breeze!

Interviewing potential candidates for positions within a company, is an area fraught with danger and high risk. Normally we appoint a candidate for two reasons - we have a "belief" that this person has the necessary skills to perform the task, and we like them. Yes we need to be recruiting for competence, but the most important indicator of whether or not this candidate will be successful in an organisation, are the qualities they bring to the job. Competence tells me that you can do the job. The qualities that you bring to the job tell me how WELL you will do the job.

The cost to a company of recruiting the wrong person is astronomical. Once the "wrong" person's employment has terminated and they leave the company, it is estimated that the direct and indirect (hidden) costs of replacing that person are in the region of five to seven times their annual salary.

In light of this catastrophic long term financial impact, recruiting the right individual for the job is the most important decision any manager will ever make. All your productivity and performance management problems can be overcome by making sure that you’ve got the right person for the right job at the right time for the right reason.

Managers often complain that they are there to get the job done, not to baby their staff. Recruiting right the first time, opens the road to getting the job done.

At the interview, every candidate has a hidden agenda. He or she is on their best behaviour. They are busy selling themselves. They want the job. In other words, they are wearing their best mask.

The secret is to get behind the mask at interview stage and not months down the line, when it is too late.

This program is designed to give interviewers the skills with which to make sure that the competence and qualities are in balance.

Recruiting the right person in the first place, is the key to your bottom line.

Outcomes

At the end of this course participants will have learned how to:

• How to define the type of person you need for the job

• How to effectively brief an employment agency

• Criteria for short-listing

• How to structure an interview so that you stay within the Law and get the information that you require

• How to question (legally) and listen effectively

• How to make the right decision as to whom to employ