Finding and hiring the right people is often cited as the number one concern of businesses today. This is because we are all competing for the best and brightest workers. In every organization, the critical component of the People Manager Value Proposition is to hire talented people who enable the organization to achieve its strategic goals.
At the outset of the course we will explore the importance of linking recruitment goals with overall company strategy. We then look at a number of options to recruit and select employees both effectively and legally.
Throughout the course we will examine current issues in talent acquisition, such as how companies are now leveraging social media and hiring analytics to ensure better quality hires.
Course Modules/ units:
1. Aligning Recruitment and Selection with Company Strategy
In this unit, we will lay the important foundation for the course: aligning recruitment and selection practices with your overall company strategy. We will apply the framework of systems theory to understand the interdependent components of the organization and how our plan is affected by internal and external environmental factors. We will explore the importance of workforce planning and, finally, conclude this topic with a look at the core components of the hiring process: job design, job analysis, and job descriptions.
2. Recruitment: Finding the Best Candidates
Hiring employees is one of the most important HR functions in any organizations and undoubtedly the first step towards building a competitive and successful organization. An effective recruitment process ensures that right people are hired in a timely manner and predictable costs and they deliver as per expectations.
In this unit, we take a look at the macro-level strategic considerations in recruiting. We also will examine what makes an effective recruiter, along with where to find prospective employees. Current issues in recruiting are discussed, such as using social media and mobile technology. We then take time to focus on important legal and ethical issues in recruiting, and we wrap up this course with a look at recruitment from a global perspective.
3. Selection: Choosing the Best Candidates
Whether you are an HR professional or in talent development, my guess is that you’ve been hearing a lot of banter about the terms metrics, analytics, and big data over the last year or two. However, perhaps the most important “people decision” being made in organizations—employee selection—is late to show up to this data-centric party.
Virtually everyone has acknowledged the fact that getting the right people in the right jobs is critical to business success. But how to get the right people continues to elude many.
In this unit, we examine the selection process.
Like the first two units, we start from:
- the big picture – what is selection and how do we tie it to strategic goals?
- Exploration of the important legal considerations (your country/ state . laws) and other best practices in selection, such as avoiding biases and conducting background checks.
- Examination of a number of different selection tools you can use to make a better hiring decisions.
- Summary: creating and presenting offers to candidates, and analyzing our hiring process for effectiveness.
4. Special Topic: Onboarding
On-boarding has long been a standard means by which organizations get new employees oriented and on the path to success. In this era of full employment, however, employers have become keenly aware of the importance of onboarding, as employees can easily find another job if the experience fails to meet their expectations.
In course four we will be talking about bringing on your new hire. Having just recruited and hired a new employee, you want to be sure that new employee gets up to speed as quickly as possible and becomes an engaged and excited member of your team. course four will talk about how to work through a great on-boarding process and why that matters to an employee’s engagement with the organization.
WHERE TO FIND US:
KENVISION TECHNIKS TALENT CENTRE