Hiring Smart: HR Training

Hiring Smart: Human Resources Training

Do you want to hire employees who have the ordinary skills yet have the extraordinary capacity to contribute to the success of your company? Hiring the right people for the right job takes time. Employees form part in the most part of a company. They could either make or break your company, but we offer another customised training to help you pinpoint the underlying hiring problems, shortening the recruitment cycle, and legally and efficiently hire people through their Hiring Smart: Human Resources Training.

Hiring Smart: Human Resources Training is best designed for the Human Resources who are responsible for recruiting, screening, interviewing, and choosing the right employees. While handling employee relations, payroll, benefits, and training, would not it be quite beneficial to let them educate themselves too for a more productive and efficient operation? Lead by an expert from the human resources, Hiring Smart: Human Resources Training offers a one-on-one coaching session with workbooks and modified materials to equip you with the right knowledge. Group training and workshops can be done too depending on what suits your company.

From identifying the need for the position to planning your recruitment to reviewing applications, the hiring process can be a demanding yet fulfilling task when equipped with the right tools and strategies. Hiring people just because they can do the job can result in a mundane function. But hiring people who believe in the vision of the organisation will work consistently with passion, commitment, resilience, and positivity.

Modules For This Course:

Knowing how to advertise a position correctly will increase your brands image and effectiveness in gaining the right people.

Using questioning techniques will uncover information and help to acquire resources for you to make an informed decision. We discuss here how to control an interview with questioning techniques also.

Probing the interviewee for information can assist you to better understand responses and information provided. Probing effectively can be a major part of the interview process as you develop responses in the areas you choose.

Non-verbal communication will provide you with much more detail to the responses from your interviewee. Learning how to read these signals and also manages your own body language to appear confident and in control will help.

What are the interview barriers? We discuss this aspect more within this session.

Having a checklist can help you to avoid embarrassment and also have you provide the same questions or interview to multiple participants. Learning how to cover everything in a set format will assist with a fair and equal interview.

How do you handle difficult questions? Even though you may be the one to ask most of the questions in an interview, what if the questions are thrown back to you? How would you answer a difficult question? We provide tools here to avoid or to respond to any question.

What makes an employee the perfect employee? Learn more about what things to look for, the perfect responses and how to recognize good behaviours within the interview.

This session here discusses on how to pick up on the different personalities while interviewing.

How do you structure the room? Where should you sit? Who asks questions first? What should you do when….? Many of these questions are provided in this discussion.

Learn how to qualify the Interviewee. Just like sales people need to qualify their customers, Interviewers also need to qualify their Interviewees.

Some simple yet effective skills here to assist in busy schedules with interviews. Great tools and skills in all areas.

How to compose quality responses that warrants your hiring recommendation.
How to create an excellent nominee experience
Interviewing practices
How to leverage intelligent inquiries and answers sell and to pull clever nominees.
Understanding workplace harassment
Selecting great workers
Drug screening
How to assess replies that align to your hiring bar and standards.
Avoidance of workplace violence
The best way to translate your responsibility and demands laden job description into particular hiring standards that may align interviewers on the success predictors for your role.
How to create and leverage best-practice on a situation and behavioural questions to uncover signs of motivators, fit, track record, and skills – all demanded to predict success.
When confronted with imperfect candidates, the best way is to make bargain that align to your hiring philosophy
Employment eligibility verification
Attracting applicants
Legal considerations
Ensure you have the right interviewers and how to setup a good interview procedure, centred on the criteria that were ideal, engaged in interviewing.

Non-Verbal Communication

During an interview, it is crucial to be aware of the non-verbal signals that you are giving and receiving. Our trainer will help you to enhance your communication skills and pick up on the body language signals being sent. Learn how to identify if a response was truthful and how to also profile people more effectively.

Scoring Responses

It is important to know how to rate the interview process and the applicant. During this session, we will discuss how to use performance-based rating scales. We will highlight a structured system to be able to keep score of the responses from interviewees.

Job Analysis and Position Profiles

When we need to hire someone, we need to know they are able to do the job. Each job will have different skills and requirements. We will look at performing a job analysis and writing a position profile in this session. Our trainer will help you to develop a job analysis and position profile.

Listening for Answers

Listening for what the candidate does and does not say is just as important as asking the right questions. We highlight how interviewers may miss information based on listening barriers and our own perception.

History of the Interviewing Process

Did you know the interviewing process has a history and a stroy to tell? In this session we provide a brief discussion on the history of the interviewing process, including Alfred Benet’s ideas, stress interviewing, and structured interviewing.

Determining the Skills You Need

In this session we identify the skills that the applicant will require. Once you have analysed what the job will require, you will need to determine what technical and performance skills the candidate will need. Learn how to identify these areas with ease.

The Recruitment and Selection Process

In this session we discuss the process and stages to hiring. Our trainer will take a quick look at the six stages of the hiring process. This will help participants to develop a fair and consistent interviewing process for selecting employees.

Advertising Guidelines

If you’re going to spend time and money looking for a candidate, you should make sure that your ad passes the ten tests of advertising. Learn more from our professional trainers about the requirements of advertising in your area. This will enable you to prepare better job advertisements and use a variety of markets. This part of the session will help us understand the basic employment and human rights laws that can affect the hiring process.

Other Types of Questions

There are two more key types of questions that you can use during an interview: achievement oriented and holistic. Learn more about these types of questions and how they could benefit you in the interview process.

Interviewing Barriers

This part of the session will discuss barriers that may occur in the interview. There are also some human mistakes that recruiters make and some common issues that you may come across. We will provide solutions to these issues and help interviewers overcome these barriers.

Difficult Applicants

Would you like to learn more about handling those difficult applicants? Participants will role play one of four difficult applicants in a mock interview. We will also discuss how to get the information you’re looking for out of these types of people without causing issues. Learn how to deal with difficult people.

Skill Application

We will spend the afternoon of the session developing an interview guide and role-playing the interview using all the skills we have learned. As the training session is quite interactive this activity will help enhance the retention of the skills acquired so far.

Types of Questions

The ability to ask questions is crucial to an interview. We will discuss how to use open questions, closed questions, and probes. We show participants how to use traditional, behavioural, achievement oriented, holistic, and situation (critical incident technique) interview questions. The different type of questions will assist the team to be better at gaining responses.

The Critical Incident Technique

Another type of interview question asks the candidate how they might behave in a certain situation. We will explore why these questions are so valuable, how to develop them, and how to use them.

Checking References

Many people are hired today without looking into their previous employment. Our trainer will discuss how to check references, using a reference guide, and who to ask for references. Check references more effectively with the tips and advice in this part of the session.

Cost Analysis

As the hiring process is important we like to highlight to participants also the cost of hiring an employee. We analyse the costs incurred by an organization when a wrong hiring decision is made. We discuss with participants how it may impact on other parts of a department or organisation.

Finding Candidates

How do you find quality applicants or candidates? Our trainer will examine the advantages and disadvantages of various advertising methods. In this session participants may find a new method of locating a quality applicant.

Other Interview Techniques

During the interview, there are some techniques you can use to keep things moving. We will talk about five of the most common methods. Traditional vs. Behaviour Interviews – Look at what behavioural interviewing is and how it differs from traditional interviewing. By understanding the different techniques available, we place participants in the best position available to provide a quality interview.

Interview Preparation and Format

Preparation can be key to a successful interview. We discuss the format and how to structure an interview effectively. We discuss some things you should do before, during, and after the interview. A little preparation can go a long way.

Screening Resumes

Now that you have the stack of resumes on your desk, what are you going to do with them?We help participants to be able to select and effectively interviewing the right applicants. Learn more about making the right decisions when you have many options presented to you.

Human Rights

Through a brief discussion, participants will learn about some of the key human rights issues that recruiters face. This session is great to understand the right people have and how it impacts the interview process.

Performance Assessments

In addition to interviewing, you may also choose to have candidates complete a technical or performance exercise. We will look at both types of exercises through a discussion.

Problems Recruiters Face

Recruiters can face problems from time to time. During this session we will discuss some common mistakes recruiters make and how to avoid them.

Factors in the Hiring Process

We will examine the three levels of factors in the hiring process in this session.

HR Training Tailored To Suit Your Team

Make the right choice of candidates that will lead your company to success. From managers to supervisors to human resources, we provide a wide-range of training sessions customised depending on your company needs. Whether it may be on leadership skills, body language, human resources, communication and comprehension, supervisory or managerial training, the Hiring Smart Training has got you covered.

This training is available Adelaide, Darwin, Sydney, Canberra, Melbourne, Parramatta, Perth, Gold Coast, and Brisbane.

Hiring Smart: Human Resources Outline

Course Overview

We will spend the first part of the session getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

Topics covered in this course

Defining Human Resources

To begin the workshop, we will discuss just what “human resources” means. We will also complete a case study that highlights some of the challenges that an HR professional faces.

Performing a Skills Inventory

During this session, we will look at what a skills inventory is and what its benefits are.

Forecasting Techniques

Human resource forecasts are attempts to predict an organization’s future demand for employees. We will look at two main types of forecasting: indexing and extrapolation.

Job Analysis

A job analysis will ensure that the job description accurately reflects the tasks that the job entails. We will discuss what a job analysis is and what formats can be used. Participants will also have the opportunity to complete a basic job analysis.

Identifying Job Competencies

This session will discuss how to identify technical and performance skills needed to do a job.

Position Profiles and Job Description

During this session, we will explore what a job description is through a lecture and an exercise.

Do You Really Need to Hire?

If you need to fill a position, there may be other ways of filling it rather than hiring externally. This session will examine some of those possibilities. Participants will also complete an exercise to demonstrate how much hiring a new employee really costs.

Finding Candidates

We will look at eight ways to recruit candidates during this session.

Advertising Guidelines

During this session, we will look at some things to consider when writing a job ad.

Screening Resumes

A resume screening guide can be a valuable tool when hiring. This session will discuss how to develop and use such a guide.

Preparing for the Interview

Preparation is key to a successful interview. We will look at a preparation checklist and then participants will role play an interview.

Conducting the Interview

This session will look at some key interviewing ideas, including the history of interviewing, criteria for objective interviews, behavioral interviewing techniques, and critical incidents.

After the Interview

During this session, we will look at what participants should do after the interview. Special attention will be paid to methods of rating candidates.

Employee Orientation and Onboarding

A good orientation is key to an employee’s success. Participants will rate their company’s organization. We will also discuss common problems and possible solutions.

Follow the Leader

In this session, participants will consider leadership skills through a fun activity.

Planning Training

At some point in the life of almost every human resource professional, they will need to develop a training program. During this session, we will look at the training cycle and the process for performing a training needs assessment. Participants will also explore the advantages and disadvantages of internal and external training.

Working with External Providers

During this session we will look at some criteria you should use when choosing an external person to provide services to your company.

Performance Reviews

Performance reviews are a crucial part of helping an employee grow. During this session, we will explore the performance review process through individual exercises, a case study, and several lectures.

Attendance Management

Absenteeism costs companies more money every year. Through a lecture and a case study, we will look at common causes and solutions.

Managing a Diverse Workforce

This session will look at common diversity issues through group work and a lecture.

Privacy Issues

The privacy of personal information is becoming a bigger and bigger concern with the advent of technology. During this session, we will discuss the 10 principles of personal information protection.Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.

Compensation and Benefits

During this session, we will discuss the role of compensation and benefits in retaining employees. We will also review the pre-assignment.

Managing Disciplinary Issues

This session will look at a four step disciplinary system that can be applied to any situation.

Terminating Employees

Firing an employee can be hard to do. Through discussion and a case study, we will look at some things to consider and some ways to make the process a bit easier.

Exit Interviews

Exit interviews can be a great tool to help your company grow. We will discuss types of exit interviews and participants will receive a sample questionnaire.

Workshop Wrap-Up

At the end of the workshop, students will have an opportunity to ask questions and fill out an action plan.

Learning Outcomes

Customised Training Session For Teams (Included No Charge)

Our training courses are made of content made by our team of dedicated writers, editors, and researchers. However, all content could use improvement. Our customers only need to tell us where and how. Our content is always ready to be modified per the instructions of our customers, and that service is entirely free. Paramount’s training courses are built for the use of our clients, and as such, no two courses of the same subject have to be done exactly the same way. Customising your session means you get to choose the modules, the styling and the objectives every single time. All at no cost.

In-House Customised training benefits:
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Instructor Led 1 on 1 Workshop

Choose your course and book in with one of our expert trainers. 4-6 hrs on a date specific to you. No need to wait for a date. Conducted online with Zoom. Duration 4-6hrs

1 Hour Instructor Led Session

Meet with one of our expert trainers and discuss any module, course or workplace skill. Great to upskill and for downtime at work. Conducted online with Zoom. Duration 1 hr.

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These courses are prerecorded with multiple activities, assessments and learning videos. Can be completed at your own pace.

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