employee recruitment sample

8/12/2019 Employee Recruitment Sample

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Employee Recruitment

Sampl

CorporateTraining Materials

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TABLE OF CONTENTS

Preface ..............................................................................................................................................3

What is Courseware? ................................................................................................................................ 3

How Do I Customize My Course? .............................................................................................................. 3

Materials Required ................................................................................................................................... 4

Maximizing Your Training Power .............................................................................................................. 5

Icebreakers ........................................................................................................................................6

Icebreaker: Friends Indeed........................................................................................................................ 7

Training Manual Sample ..................................................................................................................... 8

Sample Module: Introduction to Recruitment .......................................................................................... 9

Instructor Guide Sample ................................................................................................................... 17

Sample Module: Introduction to Recruitment ........................................................................................ 18

Activities ......................................................................................................................................... 27

Quick Reference Sheets .................................................................................................................... 31

Certificate of Completion ................................................................................................................. 33

PowerPoint Sample .......................................................................................................................... 35

Full Course Table of Contents ........................................................................................................... 41


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Preface

What is Courseware?

Welcome to Corporate Training Materials, a completely new training

experience!

Our courseware packages offer you top-quality training materials that

are customizable, user-friendly, educational, and fun. We provide yourmaterials, materials for the student, PowerPoint slides, and a take-

home reference sheet for the student. You simply need to prepare and

train!

Best of all, our courseware packages are created in Microsoft Office and can be opened using any

version of Word and PowerPoint. (Most other word processing and presentation programs support

these formats, too.) This means that you can customize the content, add your logo, change the color

scheme, and easily print and e-mail training materials.

How Do I Customize My Course?

Customizing your course is easy. To edit text, just click and type as you would with any document. This is

particularly convenient if you want to add customized statistics for your region, special examples for

your participants industry, or additional information. You can, of course, also use all of your word

processors other features, including text formatting and editing tools (such as cutting and pasting).

To remove modules, simply select the text and press Delete on your keyboard. Then, navigate to the

Table of Contents, right-click, and click Update Field. You may see a dialog box; if so, click Update entire

table and press OK.

(You will also want to perform this step if you add modules or move them around.)

If you want to change the way text looks, you can format any piece of text any way you want. However,

to make it easy, we have used styles so that you can update all the text at once.

If you are using Word 97 to 2003, start by clicking the Format menu followed by Styles and Formatting.

In Word 2007 and 2010 under the Home tab, right-click on your chosen style and click Modify. That will

then produce the Modify Style options window where you can set your preferred style options.


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For example, if we wanted to change our Heading 1 style, used for Module Titles, this is what we would

do:

Now, we can change our formatting and it will apply to all the headings in the document.

For more information on making Word work for you, please refer to Word 2007 or 2010 Essentials by

Corporate Training Materials.

Materials Required

All of our courses use flip chart paper and markers extensively. (If you prefer, you can use a whiteboard

or chalkboard instead.)

We recommend that each participant have a copy of the Training Manual, and that you review each

module before training to ensure you have any special materials required. Worksheets and handouts are

included within a separate activities folder and can be reproduced and used where indicated. If you

would like to save paper, these worksheets are easily transferrable to a flip chart paper format, instead

of having individual worksheets.


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We recommend these additional materials for all workshops:

Laptop with projector, for PowerPoint slides Quick Reference Sheets for students to take home Timer or watch (separate from your laptop) Masking tape Blank paper

Maximizing Your Training Power

We have just one more thing for you before you get started. Our company is built for trainers, by

trainers, so we thought we would share some of our tips with you, to help you create an engaging,

unforgettable experience for your participants.

Make it customized.By tailoring each course to your participants, you will find that your resultswill increase a thousand-fold.

o Use examples, case studies, and stories that are relevant to the group.o Identify whether your participants are strangers or whether they work together. Tailor

your approach appropriately.

o Different people learn in different ways, so use different types of activities to balance itall out. (For example, some people learn by reading, while others learn by talking about

it, while still others need a hands-on approach. For more information, we suggest

Experiential Learning by David Kolb.)

Make it fun and interactive.Most people do not enjoy sitting and listening to someone else talkfor hours at a time. Make use of the tips in this book and your own experience to keep your

participants engaged. Mix up the activities to include individual work, small group work, large

group discussions, and mini-lectures.

Make it relevant.Participants are much more receptive to learning if they understand why theyare learning it and how they can apply it in their daily lives. Most importantly, they want to

know how it will benefit them and make their lives easier. Take every opportunity to tie what

you are teaching back to real life.

Keep an open mind.Many trainers find that they learn something each time they teach aworkshop. If you go into a training session with that attitude, you will find that there can be an

amazing two-way flow of information between the trainer and trainees. Enjoy it, learn from it,

and make the most of it in your workshops.

And now, time for the training!


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Icebreakers

Each course is provided with a wide range of interactive Icebreakers. The trainer can utilize an

Icebreaker to help facilitate the beginning of the course, as it helps break the ice with the

participants. If the participants are new to each other, an icebreaker is a great way to introduce

everyone to each other. If the participants all know each other it can still help loosen up the

room and begin the training session on positive note. Below you will see one of the icebreakers

that can be utilized from the Icebreakers folder.


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Icebreaker: Friends Indeed

Purpose

Have the participants moving around and help to make introductions to each other.

MaterialsRequired

Name card for each person Markers

Preparation

Have participants fill out their name card. Then, ask participants to stand in a circle, shoulder to

shoulder. They should place their name card at their feet. Then they can take a step back. You

as the facilitator should take the place in the center of the circle.

Activity

Explain that there is one less place than people in the group, as you are in the middle and will

be participating. You will call out a statement that applies to you, and anyone to whom that

statement applies must find another place in the circle.

Examples:

Friends who have cats at home Friends who are wearing blue Friends who dont like ice cream

The odd person out must stand in the center and make a statement.

The rules:

You cannot move immediately to your left or right, or back to your place. Lets be adults: no kicking, punching, body-checking, etc.

Play a few rounds until everyone has had a chance to move around.


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Training Manual Sample

On the following pages is a sample module from our Training Manual. Each of our courses

contains twelve modules with three to five lessons per module. It is in the same format and

contains the same material as the Instructor Guide, which is then shown after the Training

Manual sample, but does not contain the Lesson Plans box which assists the trainer during

facilitation.

The Training Manual can be easily updated, edited, or customized to add your business name

and company logo or that of your clients. It provides each participant with a copy of the

material where they can follow along with the instructor.


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Sample Module: Introduction to Recruitment

Many companies simply wait for talent to come to them.

Simply advertising an open position and hoping that you find

the right talent does not guarantee that you will find the best

people for the jobs in your organization. Actively seeking out

qualified candidates is the best way to ensure that you find the

talent that you need. Recruitment is essential to the success of

your business.

The employer generally gets the

employees he deserves.

Walter Gilbey


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What is Recruitment?

Recruitment is a process that involves actively seeking, finding, and attracting new

employees. There are two sources for recruitment: internal candidates and

external candidates. It should occur on a continuous basis as to fill any gaps that

may occur unexpectedly. There are three needs that recruitment can helpcompanies meet.

Needs:

Unexpected vacancies: Death, illness, accidents, and family emergencies can leave unexpectedvacancies. Constant recruiting will help find qualified candidates quickly and prevent companies

from hiring out of necessity.

Anticipated vacancies: Changes due to trends and internal promotions allow employers toanticipate what positions will soon become available.

Deliberate changes: Restructuring and organizational changes will alter jobs and companyneeds. Consistent recruitment allows companies to fill their needs quickly and easily.


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Challenges and Trends

When recruiting, it is important to stay aware of the current challenges and trends

that companies face. The recent economic changes have created new trends and

challenges for employee recruitment.

Trends:

Companies are hiring more employees since the recession began. Small and medium-sized companies are responsible for much of this hiring. More companies are focusing on retaining the talent that they recruit. Social media is becoming a standard method for recruiting new employees.

Challenges:

Reaching the different age groups: Fewer people are retiring as Generation Y enters the jobmarket.

Differentiating between talent and experience: There are many overqualified candidates whoshould not be overlooked. Find the best fit for your company culture.

Position changes: The recession required many companies to combine tasks from two jobs intoone, and finding employees who can fulfill these new roles can be difficult.


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Sourcing Candidates

Sourcing candidates is finding the best candidates for a position. This is a bit more

complicated than it seems. It is important to use every tool at your disposal in order

to source the best candidates for your company.

Tips:

Determine the skills and responsibilities of each position before sourcing. Do not assume that a person who does not list every skill set on a resume lacks them. Resumes

are overviews, and do not always allow candidates to briefly list every skill set.

Combine electronic searches, job boards, social networking, referrals, and direct contacts to findthe best source candidates.

Search all resumes, not just the most current ones. Speak to at least 10 candidates before conducting interviews.


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Requirements

The job requirements need to be established before recruiting. Requirements help

determine the type of talent that you need along with the knowledge and skill sets

necessary to do a job well.

Example:

Knowledge: Education necessary to meet the requirements, such as a highschool diploma or bachelors degree.

Skill sets: Experience and training transform basic knowledge into useful skills such as typing,speaking, or sales.

Talent:People have natural talents that help build teams. Some are good at relationships, someare practical, some are innovative, and some are visionaries. Determine which talents an

employee should have before creating a job requirement.


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Case Study

A local magazine had a loyal staff. Most employees worked for the magazine for 10

years or more. There were hardly ever any openings. After 25 years in business,

staff members began to retire. In under a year, 35 percent of the employees left.

The company needed to fill certain positions immediately, and believed thatqualified people would come in begging for positions. The magazine experienced

unprecedented turnover that year. Half of the new hires were the wrong fit and

quickly moved on. The right employees were eventually identified after a recruitment strategy was put

in place.


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Sample Module: Review Questions

1. What is not a need that recruitment meets?a) Deliberate changesb)

Unexpected vacancies

c) Anticipated vacanciesd) Training issues

2. Recruitment should be _______?a) Done as neededb) Consistentc) Each yeard) Each quarter

3. What has made finding people with the right skill sets for positions difficult?a) Position changesb) Lack of experienced candidatesc) Poor job descriptiond) Lack of education

4. What is trending as a standard recruitment method?a) Job boardsb) Referralsc) Social mediad) Pipelines

5. When should the necessary skills and responsibilities for a position be determined?a) Before hiringb) Before sourcingc) Before making an offerd) After interviewing


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6. Search ______ resumes when sourcing.a) Currentb) Allc) 30 day oldd) 6 month old

7. A bachelors degree would fall under _______.a) Knowledgeb) Skill setc) Descriptiond) Talent

8. The ability to type is part of a _______.a) Knowledgeb) Skill setc) Descriptiond) Talent

9. What percentage of people left in a single year in the Case Study?a) 25 percentb) 20 percentc) 35 percentd) 50 percent

10.What was the turnover after hiring new employees in the Case Study?a) 50 percentb) 20 percentc) 35 percentd) 25 percent


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Instructor Guide Sample

On the following pages is a sample module from our Instructor Guide. It provides the instructor

with a copy of the material and a Lesson Plans box. Each Instructor Guide and Training Manual

mirrors each other in terms of the content. They differ in that the Instructor Guide is

customized towards the trainer, and Training Manual is customized for the participant.

The key benefit for the trainer is the Lesson Plan box. It provides a standardized set of tools to

assist the instructor train that particular lesson. The Lesson Plan box gives an estimated time to

complete the lesson, any materials that are needed for the lesson, recommended activities, and

additional points to assist in delivering the lessons such as Stories to Share and Delivery Tips.


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Sample Module: Introduction to Recruitment

Many companies simply wait for talent to come to them.

Simply advertising an open position and hoping that you find

the right talent does not guarantee that you will find the best

people for the jobs in your organization. Actively seeking out

qualified candidates is the best way to ensure that you find the

talent that you need. Recruitment is essential to the success of

your business.

The employer generally gets the

employees he deserves.

Walter Gilbey


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What is Recruitment?

Estimated Time 10 minutes

Topic Objective Explain recruitment.

Topic Summary

Recruitment

Discuss recruitment.

Materials Required Flipchart/Marker

Planning Checklist None

Recommended Activity

Discuss the problems that occur when companies do not actively recruit top

talent and list these on the flip chart. For example, you can list hiring less

qualified people in desperation to fill gaps.

Stories to ShareShare any personal stories about a company that had trouble finding and

retaining the right employees.

Delivery Tips Encourage everyone to participate.

Review Questions What are the two sources for recruitment?

Recruitment is a process that involves actively seeking, finding, and attracting new

employees. There are two sources for recruitment: internal candidates and

external candidates. It should occur on a continuous basis as to fill any gaps that

may occur unexpectedly. There are three needs that recruitment can help

companies meet.

Needs:

Unexpected vacancies: Death, illness, accidents, and family emergencies can leave unexpectedvacancies. Constant recruiting will help find qualified candidates quickly and prevent companies

from hiring out of necessity.

Anticipated vacancies: Changes due to trends and internal promotions allow employers toanticipate what positions will soon become available.

Deliberate changes: Restructuring and organizational changes will alter jobs and companyneeds. Consistent recruitment allows companies to fill their needs quickly and easily.


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Topic Objective Explore recruiting challenges and trends.

Topic Summary


Consider ways to address recruiting challenges.

Materials Required Worksheet: Challenges


Recommended ActivityComplete the worksheet individually, and meet in a small group to discuss

your ideas. Review as a large group.

Stories to ShareMake sure that you remind participants that they need to communicate topeople on an individual level. Social networking and ads are not enough to

draw out the best candidates.

Delivery Tips You may skip the small group discussion to save time.

Review Questions What is a current recruiting trend?

When recruiting, it is important to stay aware of the current challenges and trends

that companies face. The recent economic changes have created new trends and

challenges for employee recruitment.

Trends:

Companies are hiring more employees since the recession began. Small and medium-sized companies are responsible for much of this hiring. More companies are focusing on retaining the talent that they recruit. Social media is becoming a standard method for recruiting new employees.

Challenges:

Reaching the different age groups: Fewer people are retiring as Generation Y enters the jobmarket.

Differentiating between talent and experience: There are many overqualified candidates whoshould not be overlooked. Find the best fit for your company culture.

Position changes: The recession required many companies to combine tasks from two jobs intoone, and finding employees who can fulfill these new roles can be difficult.


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Sourcing Candidates


Topic Objective Explore sourcing.

Topic Summary

Sourcing Candidates

Outline ways to source candidates.

Materials Required Worksheet:Sourcing


Recommended ActivityComplete the worksheet individually. Discuss your answers with the rest of

the group.

Stories to Share Share any sourcing tips that you have found to be successful.

Delivery Tips You may choose to implement a small group discussion.

Review Questions What tools should you use to source candidates?

Sourcing candidates is finding the best candidates for a position. This is a bit more

complicated than it seems. It is important to use every tool at your disposal in order

to source the best candidates for your company.

Tips:

Determine the skills and responsibilities of each position before sourcing. Do not assume that a person who does not list every skill set on a resume lacks them. Resumes

are overviews, and do not always allow candidates to briefly list every skill set.

Combine electronic searches, job boards, social networking, referrals, and direct contacts to findthe best source candidates.

Search all resumes, not just the most current ones. Speak to at least 10 candidates before conducting interviews.


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Requirements


Topic Objective Outline requirements

Topic Summary

Requirements

Understand what requirements are necessary to determine before

recruiting.

Materials Required Worksheet: Requirements


Recommended Activity Complete the exercise individually. Review the concept as a class.

Stories to Share Explain why identifying requirements is necessary for recruitment.

Delivery Tips You may choose to have a small group discussion after the exercise.

Review Questions What do requirements help determine?

The job requirements need to be established before recruiting. Requirements help

determine the type of talent that you need along with the knowledge and skill sets

necessary to do a job well.

Example:

Knowledge: Education necessary to meet the requirements, such as a highschool diploma or bachelors degree.

Skill sets: Experience and training transform basic knowledge into useful skills such as typing,speaking, or sales.

Talent:People have natural talents that help build teams. Some are good at relationships, someare practical, some are innovative, and some are visionaries. Determine which talents an

employee should have before creating a job requirement.


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Case Study


Topic Objective Outline the case study.

Topic Summary

Case Study

Discuss turnover and anxiety.

Materials Required None


Recommended ActivityDiscuss the results of the case study. Why didnt the company have a

recruitment strategy in place?

Stories to Share Share any relevant personal stories.

Delivery Tips Encourage everyone to participate.

Review Questions What happened after employees began to retire?

A local magazine had a loyal staff. Most employees worked for the magazine for 10

years or more. There were hardly ever any openings. After 25 years in business,

staff members began to retire. In under a year, 35 percent of the employees left.

The company needed to fill certain positions immediately, and believed that

qualified people would come in begging for positions. The magazine experienced

unprecedented turnover that year. Half of the new hires were the wrong fit and

quickly moved on. The right employees were eventually identified after a recruitment strategy was put

in place.


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Sample Module: Review Questions

1. What is not a need that recruitment meets?a) Deliberate changesb)

Unexpected vacancies

c) Anticipated vacanciesd) Training issuesTraining is separate from recruitment. The other answers help meet company needs.

2. Recruitment should be _______?a) Done as neededb) Consistentc) Each yeard) Each quarterRecruitment should be done consistently. This helps keep the talent pool strong in case of

unexpected vacancies.

3. What has made finding people with the right skill sets for positions difficult?a) Position changesb) Lack of experienced candidatesc) Poor job descriptiond) Lack of educationEmployers have combined the responsibilities of different positions. This makes it difficult to

find experienced candidates with the right skill sets.

4. What is trending as a standard recruitment method?a) Job boardsb) Referralsc) Social mediad) PipelinesAll of the answers can be used to recruit candidates. Social media is a current trend.


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5. When should the necessary skills and responsibilities for a position be determined?a) Before hiringb) Before sourcingc) Before making an offerd) After interviewingJob skills should be determined before sourcing candidates. This will make it easier to find the

best candidates for the position.

6. Search ______ resumes when sourcing.a) Currentb) Allc) 30 day oldd) 6 month oldSearch all resumes when sourcing. Do not limit yourself to current ones.

7. A bachelors degree would fall under _______.a) Knowledgeb) Skill setc) Descriptiond) TalentEducation is an example of the knowledge required to do a job. It should be in the list of

requirements.

8. The ability to type is part of a _______.a) Knowledgeb) Skill setc) Descriptiond) TalentA skill set is different than knowledge. It requires training and experience.


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9. What percentage of people left in a single year in the Case Study?a) 25 percentb) 20 percentc) 35 percentd) 50 percentThe company employees stayed so long that many retired at the same time. That year, 35

percent left.

10.What was the turnover after hiring new employees in the Case Study?a) 50 percentb) 20 percentc) 35 percentd) 25 percentThe turnover increased to 50 percent that year. There was no active recruitment strategy, so the

wrong candidates were hired out of desperation.


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Activities

During the facilitation of a lesson Worksheet or Handout may be utilized to help present the

material. If a lesson calls for a Worksheet or Handout it will be listed in the Lesson Plan box

under Materials Required. The trainer can then utilize the Activities folder for the

corresponding material and then provide it to the participants. They are all on separate Word

documents, and are easily edited and customized.

Below you will see the Worksheets or Handouts that are utilized during the training of the

above lesson. They are located in the Activities folder and can be easily printed and edited for

the participants.


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Sample Worksheet:Challenges

Brainstorm ways to handle recruitment challenges.

Generational Challenges:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Position Changes:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Talent and Experience:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________


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Sample Worksheet: Sourcing

How would your source for your position? Write down a strategy. Remember that you can source

internal and external candidates.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________


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Sample Worksheet: Requirements

Make a list of requirements for a personal assistant.

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________


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Quick Reference Sheets

Below is an example of our Quick reference Sheets. They are used to provide the participants

with a quick way to reference the material after the course has been completed. They can be

customized by the trainer to provide the material deemed the most important. They are a way

the participants can look back and reference the material at a later date.

They are also very useful as a take-away from the workshop when branded. When a participant

leaves with a Quick Reference Sheet it provides a great way to promote future business.


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Testing

Testing can be a

valuable tool in the

selection process.Companies need to be

careful, however, to

make sure that the

tests do not violate ADA or EEOC

regulations. It is wise to research the test

to make sure it is reliable and valid, and

consult a lawyer before implementing any

testing method.

Examples of Tests:

Physical tests Psychological tests Cognitive tests Personality tests English proficiency

Outlining the Offer

When you make an offer, it is important to

outline everything. You can communicate

your offer in person or over the phone, butyou should also create an offer letter that

outlines everything in writing.

What to include:

Base salary Additional income such as bonuses or commissions Health benefits Vacation time Stocks/401K Non-compete Paid expenses

Phone Interviews

Phone interviews are commonplace. Location is not a barrier with phone interviews. Often,

phone interviews are the first step in the interview process. These interviews are used to

gather basic information before proceeding. When conducting a phone interview, treat it

as a face-to-face interview.

Types of Questions:

Job history: Ask about skills and past jobs. Discover why a job was left.

Salary: Discover the salary expectations and how they compare to current earnings. Travel and relocation: Is the candidate willing to do either if necessary. Goals: Find out if the candidates goals match the organizations. Strengths and weaknesses: Find out about the candidate. Start date: Find out when he or she can begin.

Employee Recruitment

www.corporatetrainingmaterials.com Corporate Training Materials
http://www.corporatetrainingmaterials.com/http://www.corporatetrainingmaterials.com/


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Certificate of Completion

Every course comes with a Certificate of Completion where the participants can be recognized

for completing the course. It provides a record of their attendance and to be recognized fortheir participation in the workshop.


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[Name

]

Hasmasteredth

ecourse

oRutmn

Awardedthis_______dayof___

_______,20___

CERTIFICATEOF

COMPLET

ION

PresenterNameandTitle


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PowerPoint Sample

Below you will find the PowerPoint sample. The slides are based on and created from the

Training Manual. PowerPoint slides are a great tool to use during the facilitation of the

material; they help to focus on the important points of information presented during the

training.


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Full Course Table of Contents

Preface ..............................................................................................................................................6

What is Courseware? ................................................................................................................................ 6

How Do I Customize My Course? .............................................................................................................. 6

Materials Required ................................................................................................................................... 8

Maximizing Your Training Power .............................................................................................................. 8

Module One: Getting Started ...........................................................................................................10

Housekeeping Items................................................................................................................................ 10

The Parking Lot ....................................................................................................................................... 11

Workshop Objectives .............................................................................................................................. 11

Pre-Assignment Review .......................................................................................................................... 12

Action Plans and Evaluation Forms ........................................................................................................ 12

Module Two: Introduction to Recruitment ........................................................................................14

What is Recruitment? ............................................................................................................................. 14

Challenges and Trends ............................................................................................................................ 15

Sourcing Candidates ............................................................................................................................... 16

Requirements .......................................................................................................................................... 17

Case Study ............................................................................................................................................... 18

Module Two: Review Questions .............................................................................................................. 20

Module Three: The Selection Process ...............................................................................................23

Job Analysis and Descriptions ................................................................................................................. 23

The Approach .......................................................................................................................................... 24

The Recruitment Interview ..................................................................................................................... 26

Testing .................................................................................................................................................... 26

Case Study ............................................................................................................................................... 27

Module Three: Review Questions ........................................................................................................... 29


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Module Four: Goal Setting ...............................................................................................................32

Using the G.R.O.W. Model ...................................................................................................................... 32

Identifying Goal Areas ............................................................................................................................ 33

Setting SMART Goals .............................................................................................................................. 34

Using a Productivity Journal ................................................................................................................... 35

Case Study ............................................................................................................................................... 36

Module Four: Review Questions ............................................................................................................. 37

Module Five: The Interview ..............................................................................................................40

Phone Interviews .................................................................................................................................... 40

Traditional Interviews ............................................................................................................................. 41

Situational Interviews ............................................................................................................................. 42

Stress Interviews ..................................................................................................................................... 43

Case Study ............................................................................................................................................... 44

Module Five: Review Questions .............................................................................................................. 46

Module Six: Types of Interview Questions ........................................................................................49

Direct Questions...................................................................................................................................... 49

Non-Direct Questions .............................................................................................................................. 50

Hypothetical or Situational Questions .................................................................................................... 51

Behavioral Descriptive Questions ........................................................................................................... 52

Case Study ............................................................................................................................................... 53

Module Six: Review Questions ................................................................................................................ 54

Module Seven: Avoiding Bias in Your Selection ................................................................................. 57

Expectancy Effect .................................................................................................................................... 57

Primacy Effect ......................................................................................................................................... 58

Obtaining Bias Information .................................................................................................................... 59

Stereotyping ............................................................................................................................................ 60


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Case Study ............................................................................................................................................... 61

Module Seven: Review Questions ........................................................................................................... 62

Module Eight: The Background Check ...............................................................................................65

Preparation ............................................................................................................................................. 65

Data Collection ....................................................................................................................................... 66

Illegal Questions ..................................................................................................................................... 67

Being Thorough without Being Pushy ..................................................................................................... 68

Case Study ............................................................................................................................................... 69

Module Eight: Review Questions ............................................................................................................ 70

Module Nine: Making Your Offer ......................................................................................................73

Outlining the Offer .................................................................................................................................. 73

Negotiation Techniques .......................................................................................................................... 74

Dealing with Difficult Issues .................................................................................................................... 75

Sealing the Deal ...................................................................................................................................... 76

Case Study ............................................................................................................................................... 77

Module Nine: Review Questions ............................................................................................................. 78

Module Ten: Orientation and Retention ........................................................................................... 81

Getting off on the Right Track ................................................................................................................ 81

Your Orientation Program ...................................................................................................................... 82

The Checklist ........................................................................................................................................... 83

Following Up ........................................................................................................................................... 84

Case Study ............................................................................................................................................... 85

Module Ten: Review Questions .............................................................................................................. 87

Module Eleven: Measuring the Results ............................................................................................. 90

Cost Breakdown ...................................................................................................................................... 90

Employee Quality .................................................................................................................................... 91


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Recruiter Effectiveness ............................................................................................................................ 92

Fine Tuning ............................................................................................................................................. 93

Case Study ............................................................................................................................................... 93

Module Eleven: Review Questions .......................................................................................................... 95

Module Twelve: Wrapping Up ..........................................................................................................98

Words from the Wise .............................................................................................................................. 98

Review of Parking Lot ............................................................................................................................. 98

Lessons Learned ...................................................................................................................................... 99

Completion of Action Plans and Evaluations .......................................................................................... 99

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