“Recruitment Skills for Hiring Managers” Training Course In Sydney, Melbourne Or Nationwide At Your Office Location

ALL Courses are available for in-house delivery at your premises and can be tailored to your process, procedures and values.

Course Overview - Recruitment Skills for Hiring Managers

This course is suitable for hiring managers and junior HR professionals, who want to attract the best in the marketplace and formalise their learning to ensure best practice is applied. Ideal for those organisations wanting more consistent, structured recruitment practices, fair interviewing processes and raising the standard of good hiring decisions, ultimately leading to reduced turnover of staff and high-performing organisations.

Where Are The Courses Held?

We can hold courses at either of our Sydney or Melbourne training locations or if you prefer we can come on-site and teach the courses at your premises or deliver the course online.

Course LocationsAddress
MelbourneQueens Street, Melbourne, NSW
SydneyNear Wynard Station, NSW
Your Office / Business LocationAustralia-wide
Online / VirtualAustralia-wide

Course Pre-Requisites

This course is designed for all Hiring Managers, Leaders, HR or TA Teams.

Maximum Attendees

Our course is designed for 15 to 20 participants.

Course Length

1 Day, though all our courses can be tailored to your specific business needs.

What Do Our Recruitment Courses Cover?

Please see below for a full itinerary of our standard 1 day course which can of course be tailored to your company’s needs and structure.

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  • The current marketplace
  • The role of social media in modern day recruitment
  • EVP and Employer branding and the need to sell the role and the organisation
  • Competency and behavioural-based interviewing
  • Making the right hiring decisions (choosing the best candidate)
  • Gain an understanding of the organisation’s recruitment and selection framework and process
  • Creating diversity and inclusion in recruitment practices
  • Understanding unconscious bias, and what to watch for during recruitment
  • EEO and the laws affecting recruitment best practice
  • Using suitable evaluation and assessment tools and techniques to select the right candidate (job fit)
  • Competency-based Interviewing structure, questioning, and probing techniques
  • Evidence gathering and scoring
  • Reference checking
  • The role of good onboarding and orientation
  • Applying the correct selection tools and techniques to achieve a transparent and fair and accountable recruitment process.

Course Modules & Itinerary

Morning Session

Session
Delivery
Outcomes
Welcome & introductions
Set-up & icebreakers
Learning contract formed Course objectives agreed 
The Current Market Place
Short Presentation
The current marketplace The world has changed
EVP & Brand
Talk & Exercise
  • Education on new market trends/needs of business EVP & employer
  • Branding, working with agencies
  • Your role in recruitment
  • Debrief of pre-course reading
  • Employment law quiz
  • Individual quiz
  • Group feedback & discussion
  • EEO, Privacy Act
  • Recognise need for consistent approach
  • Other legal considerations
  • Privacy Act
Coffee break
Diversity & Inclusion in recruitment
D & I discussion
  • EEO
  • Unconscious bias training
Competency based interviewing
  • Exercise: Good boss/bad boss in 2 groups
  • Discussion: Why this works
  • Selecting the best
Concept of behavioural based interviewing
  • Question types & in-depth probing techniques
  • Interview structure
Trainer & group discussion
  • Good, well-structured questions
  • How to avoid hypothetical/leading questions
  • How to probe & control the interview
  • Preparation & question
  • Practice for interview session
In Pairs
  • Question construction linked to Behaviours
  • STAR
  • Company examples
  • Interview packs & possible competency framework presented
Wrap up & summary
Questions

Afternoon Session

Session
Delivery
Outcomes
  • Welcome back
  • Recap on AM session
  • Impact of poor hiring decisions
  • Exercise: 2 groups each brainstorm & present back
  • Getting it wrong
  • True cost of recruitment behaviors & competencies
  • Cost on the Business” & their teams
  • Their role as a Leader
Process of observing, recording, classifying & evaluating evidence
      Set Up – Preparation and considerations
      Revisit STAR method of probing
        Interview practice question technique
        Practice in teams of 3
        Understanding Role of:
        • Candidate
        • Note taker
        • Interviewer
        • Listener
        Coffee break
        Feedback session & evaluation
        Group discussion
        Evidence gathering:
        • Notes
        • Evaluation
        • Scoring
        • Listening
        • Other tools
        • Key to selection decisions
        • Ref checks
        Trainer
        • Evidence evaluation
        • Scoring candidates
        • Company processes
        Importance of Good On-boarding & induction
        Trainer
        Importance of Good On-boarding & induction
        • Key Learning’s
        • Tools
        • Group recaps key techniques & tools
        • Revisit agenda
        • Individual action plans
        • Feedback sheets
        • Highlights key learning’s
        • Identify areas for personal development
        • Reflection
        • Roles and responsibilities
        • Tools Available
        Wrap up & summary

        Course Price

        For pricing information please get in touch so we can give you a cost specific to your company's requirements.

        GET IN TOUCH

        What our clients say

        Slide 4

        “Before working with Hill Consulting, our recruitment function was not centralised, inefficient, and far from best-practice. We were spending excessively with far too many agencies, had no preferred supplier agreements in place, had a long complex process and had no automation or online hiring practices. Hill Consulting’s audit helped us identify thirteen key changes that we needed to implement. Following the audit, we decided to purchase and implement a Candidate Management System and centralise the recruitment team. This provided much needed standardisation, greater efficiencies, and a more professional service to the business with significant cost benefits.”

        Ted Bradshaw, HRD, Aurora Energy, Tasmania.
        Slide 4

        “For a strategic review - a key feature of Hill Consulting HRS is their total independence from any recruiter, recruitment process outsourcing or candidate management system provider. This ensures their complete objectivity and neutrality in assessing their clients’ recruitment needs, challenges and opportunities.”

        Andrew Hall, Director, Sydney, NSW.
        Slide 4

        “Hill Consulting HRS have provided excellent solutions and service to our organisation. The flexibility and adaptability that was also provided made working with them so easy, given business priorities change and therefore the solutions provided at times had to also change.”

        Sharyn Shultz, HRD, Sydney, NSW.
        Slide 4

        “I have known Hill Consulting HRS and Rachel for many years both personally and professionally, and find their consultants to be extremely intelligent and highly motivated HR professionals. I would highly recommend Hill Consulting HRS to any organisation needing specialist consulting services in recruitment advice and strategy arenas.”

        Nikki Beaumont, Director, NSW.
        Slide 4

        “I know it is late but I wanted to say thank you for matching me with Annette and Scoot Boots. Just finished the first week. Love the team and the culture.

        Recent candidate Tasmania
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