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This course includes twelve modules aimed at helping you enhance your recruitment capabilities.
The first 8 modules focus on best practice recruitment with the remaining 4 modules focusing on taking your recruitment to the next level. The more advanced module takes you through the processes of onboarding and induction, helping you to keep your selected candidates engaged and motivated. There is also a module around early careers, focusing on the different programmes available, their benefits and the key points to consider.
The recruitment metrics module included in this course is packed with information about what you should be tracking, how to calculate the key recruitment metrics and information about where each metric fits.
The course ends with a module around the role of social media within recruitment, how to make the most of each platform and even how to recruit for free.
Enhancing your recruitment includes 12 lessons, an hours consultation support and access to a tutor via email. Each lesson includes a quiz and many of the lessons include resources.
The lessons that are included in this course are:
This module covers how to research who you need to recruit. It is the prerequisite step to planning your recruitment campaign and the first step towards your new employee starting employment.
Done correctly, job analysis forms the backbone of your entire recruitment campaign. Done incorrectly, job analysis can lead you down the incorrect path, ending in the hire of the wrong person for your job post.
By this stage you should know what skills, experience and knowledge is required to perform well in the vacant job post. Recruitment planning creates a bespoke recruitment process for your campaign, based solidly on your job post requirements.
This module looks at how best to market your job vacancy. Whether this is through the more traditional medium of print or through a job board, there are a lot of points to consider.
Each method has a multitude of advantages and disadvantages. Making the right or wrong decision at this stage can be the difference between filling your job vacancy and not filling it.
Shortlisting is the process of deciding which of your applicants to take through to the next stage of your recruitment process, the assessment stage.
This module covers all you need to know about successfully shortlisting the right candidates. The module is focused on helping you become objective and accurate recruiters.
Feedback can be used for all sorts of situations, from a member of staff under performing to providing feedback to an unsuccessful candidate.
Done right it can be a valuable tool to help people progress, but done poorly it can impact on your organisation's reputation and demotivate the receiver.
Assessment and Selection
Assessing candidates during the recruitment process involves understanding whether a candidate has the experience, talent, skills and values required to perform well in a particular job post.
It is the most essential part of the recruitment process as it allows you to select the right people for your job post.
Research shows that as often as 74% of the time the wrong person will be hired for the job post.
Candidate Sourcing is an important part of an organisation's recruiting strategy. Traditionally it is focused on advertising roles, searching candidate databases and approaching candidates through Social Media.
Recruiters who actively source candidates take an approach to go directly to candidates, rather than waiting for the candidates to come to them. Although it can be time consuming, active candidate sourcing can help to reduce time-to-fill and cost per hire.
Candidates found through this method also tend to be a better fit as the recruiters will have already conducted an initial screening of the candidate's skills and experience.
When searching for candidates it is also possible to invite candidates to a talent pool, potentially helping to cover current and future hiring needs in one process.
The Offer Stage
Recruitment is often as much about selling your organisation to a candidate as it is about the candidate selling themselves to your organisation.
At the offer stage candidates must feel they are being offered a role with an organisation that values them and that aligns with their personal values.
Although it is one of the final stages of the recruitment process, the offer stage can instantly change the candidate's views and feelings about the organisation. Even when a good impression has been created during the earlier stages.
All recruitment takes effort and it is important that the process does not fall down at the final hurdle.
Onboarding and Induction
Onboarding is focused on building engagement prior to a successful candidate starting with an organisation. It is concerned with setting expectations for both the employee and the organisation with regards to the initial few months of joining. At this stage, developing the future employee’s knowledge of your culture will strengthen their commitment through role clarity and self-efficacy.
Induction takes place once the successful candidate has started in their job post and is focused on introducing them to their duties, and the wider organisation, in a structured manner. It’s an important process for settling new employees into your organisation.
Both of the above mentioned can overlap depending on your organisation's requirements.
Early Careers Recruitment
In today’s early careers recruitment market, organisations need to be able to adapt to a variety of changing factors. From increasing numbers of applications to innovative new techniques for engaging and attracting the best candidates, organisations need to be able to ensure their teams are able to maximise opportunities.
A best practice approach to early careers recruitment requires an organisation to develop, and implement, a clearly defined strategy.
Recruiting metrics refer to data gathered and analysed from your recruitment process. This data can then be analysed and tracked to establish hiring success, candidate experience and areas of recruitment that need to be improved.
When carried out correctly, measuring recruitment metrics can help you increase your return on investment and optimise your recruitment process, allowing more informed decisions to be made by your organisation. If the data used to create recruitment metrics is incorrect, the output and decisions that come from it will also be incorrect.
The role of Social Media within Recruitment
For any organisation looking to enhance their recruitment, social media is a must. However, there are more platforms than ever before and the potential to damage an organisation's reputation can be great.
Knowing which social media is the most successful for a particular role is essential to finding and recruiting high quality candidates. From the top social media sites, Facebook, LinkedIn and Twitter, it is important to know what their benefits are to maximise return on investment.?
Who is this course for?
This course is for recruiters and hiring managers that have experience recruiting and want to take their knowledge to the next level. It is focused built with those that not only want to improve their recruitment capabilities but also be at the forefront of recruitment methods.
Although best practice is covered in this module it is advised that before completing this module you have a lot of the recruitment basics in place.
This is a great course for anyone looking to progress their career in recruitment and talent acquisition. It is also useful for Hiring Managers and HR Managers as it will allow them to have a better understanding of recruitment.
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