Recruitment Skills Training

We provide Recruitment Skills training for both Hiring Managers and Recruitment Teams.

Building Recruitment Capability for Leaders

With over 28 years of experience in Recruitment and internal TA functions we are often asked to provide Strategic Recruitment Skills Training for Leaders. This comes in half day, full day and or two-day programs.

We see Recruitment skills and the ability to attract, hire and keep the right talent as a key leadership skill. Clients are delighted with our courses and the capability uplift it gives to their leaders and underpins their business strategy for growth.

All courses can be fully tailored to the client’s needs. In 2022 we launched The Recruitment Skills Academy. Providing specialist recruitment skills training for TA teams, Leaders and Hiring Managers. More information can be found at www.therecruitmentskillsacademy.com.au HR or contact us via our contact page here.

How we can help

A Tailored
Approach

All our courses can be tailored for your organisation. This includes referring to your policy and procedures and resources and or the length of the program to best suit the needs of the business.

Course
Length

Courses come in half day, one day or two-day programs depending on the mix and match content you require.

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Diversity & Unconscious Bias Training Included

All our courses cover EEO & the Law in Recruitment and also can include Unconscious Bias Training and the need for more Diversity and Inclusion in hiring practices and how to achieve this.

What does a One Day Recruitment Skills Program look like?

Download a typical One-day course outline here. We are happy to tailor courses and content to suit your needs, timings and budget.

DOWNLOAD

Case Studies

Slide

Recruitment ATS review

Client:

Large Petrochemical Company

Challenge:

To review all existing recruitment practices across three very different divisions and make recommendations for improvement to TA or RPO. Including at looking at new ATS options.

Approach:

Identified an additional $5.2 million of “unseen” spend, highlighted 20 “suppliers” who were not on the official panel. Put forward 13 key recommendations for recruitment process improvement, with potential cost savings of 56% on temp fees and on costs, a saving of $892K. Tighter cost controls, improved standards & increased cross divisional efficiencies.

Impact:

Full Recruitment Review Undertaken over a three-week period.

Slide

RPO Vendor Selection

Client:

National Retail Chain of Stores

Challenge:

To help create a new centralised TA / recruitment team, to provide centralised, national support for local store managers by helping select a new Master Vendor for all retail recruitment.

Approach:

Acted as neutral independent consultant, working as part of Project Team with HR, Line Managers and Procurement Dept to draft tender document, vet tenders submitted, attend vendor site visits, question viability of models proposed & check capabilities of vendors.

Impact:

Lead to thorough, prompt, successful selection of new RPO Vendor.

Slide

High Staff Turnover Challenge / Increase Retention

Client:

Multinational Health & Pest Control Company

Challenge:

Extremely high turnover of staff, particularly in the sales force. Wished to know why and what could be done to change such a trend. Most people leaving in the first three months.

Approach:

Recruitment Audit Undertaken over a four week period, including analysis of hiring practices, salary packages and targets, staff focus groups and exit interview data.

Impact:

Reduced Turnover, improved selection practices and advertising standards nationally. Reviewed salary packages and proposed new “warm welcome” induction process.

Experienced Trainers

With 28 years’ experience in the industry Hill Consulting HRS can assist you with the design and delivery of a one-day Recruitment, Selection and Onboarding course for approximately 10 to 15 HR attendees or as a “Train the Trainer” event for HR Teams.

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

Why we are different

Not a typical Recruitment Agency. We can flex to suit your needs. You can use us as little or much of our services as you need. We are adaptable, flexible and will tailor every project or campaign for your specific organisation and roles. We also work hard to reduce your costs and time to hire, improve efficiencies and help share skills and Knowledge. Our differential being the data, analysis and insights we provide to clients at every step in the process.

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Course Objectives

After completing this workshop, participants will have enhanced skills in:...

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Capability and behavioural-based interviewing
Making hiring decisions
EVP and brand and the need to sell the role and the organisation
The current market place
Gain an understanding of the organisations recruitment and selection framework and process
Creating team diversity
Understanding unconscious bias, and what to watch for in recruitment processes
EEO and the laws affecting recruitment practices
Using suitable evaluation and assessment tools and techniques to select the right candidate
Competency based Interviewing, questioning, and probing
Evidence gathering and scoring
Reference checking
Apply tools and techniques to achieve a transparent and accountable recruitment and selection process.
Onboarding and orientation

A range of other HR and Recruitment topics can be included in the Recruitment Skills Training:

Essential topics covered in our workshops can include one or more of the following six key areas:

1. Capability / Behavioural-based recruitment and selection

How to extract criteria from Position Descriptions
Key features of behavioural-based recruitment and selection?

2. Preparation & Planning

An overview of the UTAS recruitment and selection process
Importance of Job Design & Planning
Different recruitment methods
Planning - mapping out the entire recruitment and selection process before you embark on the recruitment and selection (from start to finish)
Interview and question preparation
Managing conflicts of interest before the recruitment process begins and throughout the process
Tools available for recruiting managers

3. Recruiting for diversity and addressing biases

Understanding EEO and the Law considerations
Diversity and Inclusion practices, and unconscious Bias training
Benefits for diversity in recruitment
Risks for not addressing biases in recruitment / team diversity
The techniques and tools that recruiting managers and panel members can use to minimise and/or remove biases during recruitment

4. Job Design & Planning

Design and develop a Position Description (PD)
Best practice to review your PD, whether it is a new or an existing position,

To help you attract the best pool of candidates.

Design and develop a set of selection criteria that are clear and inclusive

5. Tailoring Interview Guides & Questions. + Assessment and evidence guide

Capability / Behavioural Based Interviewing
Good Question Structure
Poor questions – what not to use
Ability to probe
Scoring questions and evidence
Recordkeeping – documenting process, discussions, and decisions

6. Understanding EVP, Talent Branding and the current Employment Market place