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Recruiting, Interviewing and Selecting Employees

The everything you need to know before you say you're hired seminar.

Learn everything you need to know about employee selection in this seminar! Making the wrong hiring decision means throwing away a substantial investment of time and money on recruitment, training and benefits. This fundamentals seminar is your ticket to make the right hiring decisions and contribute more to your company's bottom line.

Seminar Number: 08266

  • In a Classroom
  • Your Company Location

Course Scheduling & Pricing

Who Should Attend

Professionals with two years or less of experience in hiring, including newly hired HR professionals, HR practitioners who lack formal training, non-HR specialists who recruit, interview and/or hire as part of their jobs, and long-time HR practioners who want to reinforce or update their skills.

  •   Classroom3 Day(s)
    1.8 CEU, 21 CPE, 18 PDCs, 18 PHR, 18 SPHR
 
 

Learn everything you need to know about employee selection in this seminar! Making the wrong hiring decision means throwing away a substantial investment of time and money on recruitment, training and benefits. This fundamentals seminar is your ticket to make the right hiring decisions and contribute more to your company's bottom line.

  • Improve your overall employee selection approach
  • Attract talent through innovative employee recruitment sources
  • Learn how to effectively use telephone screening and other methods to filter out the wrong applicants
  • Practice interviewing techniques to refine and develop your skills as an interviewer—including how to open and close the meeting
  • Understand how to ask the right questions to find out the information you need to know
  • Avoid interview “traps”—EEO and affirmative action

Recruitment Challenges

  • Fluctuating Economy
  • Variable Skill Levels
  • Loyalty and Commitment
  • Outsourcing
  • Applicant Expectations

Recruitment Basics

  • Factors to Consider
  • Proactive and Reactive Recruitment
  • Traditional and Creative Sources
  • Electronic Recruitment

Interview Preparation

  • Job Descriptions
  • Applications and Résumés
  • Time and Place
  • Basic Questions
  • Stages of the Interview

Legal Factors

  • Federal Legislation
  • Record Keeping and Retention Requirements
  • Questions to Avoid
  • Handle Discrimination Charges

Interview Questioning Techniques

  • Competency
  • Open-Ended
  • Hypothetical
  • Probing
  • Close-Ended

Types of Employment Interviews

  • Face-to-Face Exploratory
  • Telephone
  • Video
  • Human Resources
  • Departmental
  • Team

Interview Components

  • Format
  • Active Listening
  • Body Language
  • Balance Asking Questions and Providing Information

Documentation

  • Purpose and Uses
  • Objective Language
  • Job-Related Facts
  • Guidelines
  • Effective Notes

References and Background Checks

  • Defamation of Character
  • Negligent Hiring and Retention
  • Reference Check Options
  • Releasing and Obtaining Reference Information
  • Background Checks: Compliance and Procedures

Selection

  • Testing
  • Selection Guidelines

Learning Objectives

  • Explain the Impact of Recruitment-Related Challenges on the Hiring Process
  • Identify Categories to Both Explore and Ignore During an Interview in Order to find the “Best Fit”
  • Distinguish Between the Effectiveness of Different Types of Questions and When They Are Best Asked
  • Identify Those Components That Will Contribute to Making an Informed Hiring Decision
  • Assess the Impact of Employment Law on Each Stage of the Hiring Process

The Hiring Process

  • Determine Current Individual Interviewing Skills and Knowledge in Relation to Key Elements of an Effective Interview
  • Describe the Benefits of Effective Interviewing Skills
  • Identify the Effects of a Poorly Planned and Executed Hiring Process
  • Isolate the Components of a Comprehensive Hiring Process

Recruitment Challenges

  • Describe the Factors Affecting Recruitment
  • Explore Applicant and Employer Perspectives
  • Identify the Process for Developing an Effective Recruitment Plan
  • Identify Legal Concerns with Regard to the Impact of Employment Law on Recruitment

Recruitment Sources

  • Isolate Organizational and Job-Specific Competencies
  • Identify the Benefits and Risks of Various Recruitment Sources
  • Attract Qualified Applicants

Interview Components

  • Identify What Applicants Need to Know
  • Identify “Best Fit” Qualities
  • Set the Stage
  • Examine Legal Concerns Regarding Interview Components

Interview Questioning Techniques

  • Distinguish Between the Effectiveness of Different Types of Questions and When They Are Best Asked
  • Discuss the Competency-Based Approach to Interviewing Compared with Other Methods
  • Examine Legal Concerns Regarding Questioning Techniques

Formula for Success

  • Identify the Role of Active Listening
  • Identify the Role of Body Language
  • Discuss Applicant Interest vs. Skill
  • Discuss How to Select the Most Productive Type of Interview

Documentation

  • Discuss How Documentation Is Used in the Hiring Process
  • Examine Legal Concerns Regarding Documentation
  • Compare Effective vs. Ineffective Documentation

Social Networks and the Hiring Process

  • Define and Assess How Social Media Is Used During the Hiring Process
  • Explain the Components of a Social Media Policy
  • Identify the Legal Concerns Regarding Social Media and Hiring

The Final Selection

  • Discuss the Advantages and Disadvantages of Traditional Selection Considerations
  • Examine Legal Concerns About the Final Selection
  • Develop Final Selection Guidelines
Download Extended Seminar Outline PDF

As a CAE Approved Provider educational program related to the CAE exam content outline, this program may be applied for 18 credits toward your CAE application or renewal professional development requirements.

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

 

American Management Association (AMA) is accredited by the International Association for Continuing Education and Training (IACET). AMA complies with the ANSI/IACET Standard, which is recognized internationally as a standard of excellence in instructional practices. As a result of this accreditation, AMA is authorized to issue the IACET CEU.

AMA is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM.

 

AMA is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org. For additional information or for more information regarding administrative policies such as complaints and refunds, please contact Martha Leon at 212-903-8173.

Recommended CPE Credit: 21 hours/Basic

Prerequisites: None

Advanced Preparation: None

Delivery Method: Group Live

Field of Study: Non-Technical - Communication, Personnel/HR

Classroom Schedule

7 Sessions Available

  • $2,445.00 Non Members
  • $2,195.00 AMA Members
  • $1,984.00 GSA
Date Duration State City Zip
  2019-08-21 2019-08-23 Aug 21, 2019 - Aug 23, 2019 3 Days NY New York 10019 New York Register Now

  2019-09-18 2019-09-20 Sep 18, 2019 - Sep 20, 2019 3 Days MA Boston 02110 Boston Register Now

  2019-09-30 2019-10-02 Sep 30, 2019 - Oct 2, 2019 3 Days IL Chicago 60601 Chicago Register Now

  2019-11-13 2019-11-15 Nov 13, 2019 - Nov 15, 2019 3 Days NY New York 10019 New York Register Now

  2019-12-09 2019-12-10 Dec 9, 2019 - Dec 10, 2019 2 Days GA Atlanta 30309-7705 Atlanta Register Now

  2020-01-22 2020-01-24 Jan 22, 2020 - Jan 24, 2020 3 Days CA San Francisco 94103-3156 San Francisco Register Now

  2020-02-24 2020-02-26 Feb 24, 2020 - Feb 26, 2020 3 Days NY New York 10019 New York Register Now

2445.00 $
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