Categories > HR (Community Service) Category:     Behavioral Based Recruitment & Selection     Program Duration : 5 Days Program Date : 05-09 May ,2012 Program Location : Cairo, Egypt Program Fees : US$ 2950/Per Person     PROGRAM INTRODUCTION:   The process of recruitment and selection can be very expensive and time consuming, however the cost of an inappropriate appointment may be even more expensive to the organization. During this training session, delegates will   Master a behavior based interview technique to improve the quality of the decision making, not only at the point of recruitment and selection but in a number of work situations Develop a specific questioning style to ask insightful questions Master the techniques involved in developing assessment processes Understand there may be a potential performance gap between the candidate and the intended role and how to address it Review two of the world’s leading personality questionnaires - Myers Briggs (MBTI) and Enjoy the experience in a friendly and engaging environment WHO SHOULD ATTEND?   All managers/personnel, at any level in the organization who are required to interview for selection or recruitment purposes both within and outside the company All HR professionals or managers of teams involved in both staff development and appraisals   PROGRAMME OBJECTIVES Master the process of the behavioral interviewing and put it into practice Consider a variety of techniques to establish the competency of a candidate Explore the appropriate use of various psychometric tests including General ability and attribute tests, using SHL's battery of verbal and numerical reasoning tests Personality tests using both Myers Briggs (MBTI ) and SHL's OPQ32 personality questionnaires Understand the potential pitfalls stemming from the inappropriate use of psychometric testing in the selection process Examine various Emotional Intelligence (EI) techniques to test the potential of the candidate(s) Construct a “blue print” to be used when designing a recruitment or selection process Practice the techniques to achieve competence in a friendly and supportive environment   TRAINING METHODOLOGY Participants will have the opportunity during the program to experience and interact with the various techniques and methodologies to develop a level of skill and knowledge that can be immediately employed back at work.   The program is very interactive with regular opportunities for syndicate and group discussion to enhance understanding and these competencies will be emphasized   Taking the Initiative Achieving Results Independence Tenacity Using Interpersonal Awareness Concern for making an Impact Thinking Analytically Making effective decisions   PROGRAMME OUTLINE DAY 1 - The start of the process preparation for conducting the Behavioural Interview   Introductions, program objectives including overview The key elements, competencies and person specification The five types of interview styles, strengths and weaknesses The principles of the Behavioral interview (thoughts, conversations and actions) Review of day one and links to day two DAY 2 - The Behavioral Interview in action   Target data/rules of evidence Coding example 1; The rules of coding and syndicate exercise The Behavioral interview process, practice session 1 (everyone will have the opportunity to conduct an interview) The behavioral interview practice session 2 Review of day two and links to day three DAY 3 - The Behavioral process in action   Coding example 2 and syndicate exercise Examining the results including standardization and drawing conclusions - syndicate exercise Review various psychometric tests available in the selection and recruitment process Discussion and syndicate exercise based on new research regarding Emotional Intelligence techniques and the effects on the organization Psychometric testing, when to use and why including a case study The administration and guidelines for the use of psychometric testing Review of day three and links to day four DAY 4 - Design of the Recruitment and Selection assessment process   Application of psychometric tests including use of a type indicator (MBTI) and putting feedback into context Best fit analysis and demonstration The four scales, what do they mean for me? - syndicate exercises The use of behavioral information as a development tool Review of day four and links to day five DAY 5 - Pulling the whole Selection and Recruitment process together   The latest techniques in advertising for vacancies - syndicate exercise How to short list avoiding bias and lots of hard work Deciding on the tools and techniques to use in the assessment and why The resources required in order to run a successful recruitment or selection process - syndicate exercise to create blue print