With the emergence of new economy organizations in Bangladesh talent has become scarcer, and competition for it fiercer, even though we have a lot of unemployment at the same time. So, now recruitment and selection of the RIGHT candidates amongst thousands of applicants, has become of increasing strategic importance to businesses. Even a decade ago, this was primarily an administrative function of HR as line managers held ownership of the key decisions in the final selection, but not anymore.
Wrong recruitments can be a sizeable cost to many organizations, hence Recruiting / HR Managers are instructed to strategically structure their function and supply lines of candidate and recruitment service into the most efficient manner. Often they work with the Line Managers to negotiate group-wide and international deals with preferred search and selection outfits.
They also have the role of promoting the business to potential EMPLOYEES, improving communication with universities; working with advertising agencies and the marketing function to develop innovative and eye-catching recruitment campaigns to attract applications and working to ensure that the interviewee experience is of quality to maximize acceptance levels from offered candidates.
A good recruiter will have advanced interview skills, an excellent understanding of what makes their business tick and why individuals should join it. This deep understanding of the organization needs to be coupled with a thorough understanding of what the business seeks in terms of values and skills held by the people they desire to recruit. This also requires a good command over appropriate selection skills based on assessment center concepts and competency based interviews.
The modern HR Manager today needs to be competent in developing Competency Frameworks, make long range HR Plans and make cost effective demands on the local and global labor markets for the RIGHT talents, in order to keep their organization profitable in a competitive business environment.
Workshop topics to be covered:
Establishing HR Needs & Planning
Preparing to Recruit
Job and Person Specification
Sources of Potential Candidates
Preparing Job Advertisements
Selection Tests and Interviews
Competency Based Interviews
The Selection Decision
Induction & Orientation
Placement and Follow Up