Staff Recruitment

Staff Selection, Recruitment & Retention Modular Training Course
The recruitment and selection of staff is a costly activity and marks the start of a significant period of investment. Recruiting the right people is pivotal to thesuccess of all businesses and organisations.

Differing functions, for example HR and Operational teams frequently have differing roles and differing levels of experience and abilities but given the direct and hidden costs of staff churn and wastage regular refresher training for Managers on the key aspects of recruitment and selection delivers real business benefits.

Concrew Training offers a range of pre-developed training modules that can be grouped together to provide a one to three day programme that is aligned closely to specific needs of the participant group to trained.

Modules can be adapted if necessary to meet your more specific needs. We strive to include your in-house policies procedures, job descriptions and people specifications together with any associated interview scoring systems you may have.

Our typical training days have 360 – 400 minutes of training delivery time available.

We link below to two examples of how these modules have been linked to provide highly effective one day courses but many more options are possible including extending the training over two or three days.

The Introductory and close sessions, listed below, are mandatory components for each day across all courses.

Introduction (20 minutes)

  • Introductions and personal expectations for the course
  • Domestic and housekeeping announcements
  • Agreement on ground rules for the course
  • An explanation that a “parking bay” flipchart will be used to capture any organisational issues raised during the course
  • An overview of the whole course and proposed ways of working

Close and What Next (20 minutes)

  • Final Q and A session for the day/course with any “loose ends” addressed here- it is possible that some of these with the agreement of the cohort may have to be referred back to the organisation
  • The “Parking Bay” review – points captured for feedback to the organisation
  • An opportunity for participants to say how their personal aims for the course have been met or not met by the whole event
  • Drafting of personal and/or collective post training action points
  • Completion of the course evaluation form

The following pre-developed optional modules can be mixed added to the above mandatory modules to create a course that meets your specific needs. 

The indicative minimum delivery times are listed to aid course planning.

Where a specific topic is considered a key priority more time should be allocated to this than the minimums listed below



Meeting the Needs of the Business (60 Minutes Minimum)
This session focuses on:-

  • Reviewing the recruitment, selection and retention policy
  • Identifying factors which get in the way

We encourage participants to focus on the business benefits of recruiting staff who will perform well in role, enjoy their duties and stay with the organisation.

The items listed below emerge in discussion around the theme “why bother?” with trainer input.

  • The importance of recruiting the right people rather than the best of the bunch
  • The importance and role of the job description and person specification
  • Review staff turnover stats and figures etc.
    • Benchmarking from the Sector
    • The organisation statistics if available
  • The business implications
    • Money – including a cost benefit analysis
    • Time
    • Image
  • The Never Ending Circle
    • Poor Recruitment – High Staff Turnover – Poor Recruitment ………..
    • Importance of breaking free


Succession Planning and Job Role Cover (60 Minutes Minimum)
Activities in this session focus upon:-

  • The importance of managers trying to anticipate and plan for when vacancies may occur.
  • Encouraging participants to think further ahead about how, where and when vacancies may occur and in doing so help to make recruitment more structured and less reactive.

This session uses SWOT and PEST techniques to explore the following:

  • The Importance of Planning ahead
  • Forecasting when recruitment might be needed
    • Trend Analysis
    • Warning Signs
    • Succession Planning
  • Who is there to help – what do they need to know and when
  • Central recruitment team place ads, short list
    • What do they need to know and when
    • Lead times
    • Challenges of the role
    • Issues arising in past –
  • Covering Short Term Vacancies
  • Best recruit v right recruit reprise
    • Cover from other Branches
    • Lower Base hours with overtime options – greater flexibility
    • Agency Staff


Decisions for the Recruitment Campaign and Beyond (90 Minutes Minimum)
Activities in this session focus upon:-

  • Advertising decisions
  • The technical components for both the job description and person specification.
  • Branding and Image Promotion
  • Equality proofing both these documents
  • Shortlisting criteria using “essential” and “desirable” as well as identifying any other means, beyond an interview, of testing a candidate, e.g. a test or presentation

Trainer input would include a focus upon:-

  • Selecting the best advertising medium
  • The actual live construction of a good job description using a simple job evaluation method based on the principle that all jobs have, to varying degrees three components (i) dealing with people, (ii) dealing with policy and processes and (iii) dealing with resources
  • Based on this live construction, the further live construction of a person specification classifying a basket of required technical and soft skills under essential and desirable headings
  • Progressing these decisions through to shortlisting with subsequent clarity about the type of evidence from the candidate which would justify a “fully met”, “met” and “not met” shortlisting decision under all essential and desirable headings.
  • Equality proofing all aspects of the job description and person specification for decisions such as job share, positive action measures and transferable skills in lieu of formal qualifications


Arrangements for, During and After the Interview (90 minutes minimum)
This session involve a review of invitation to interview letters, interview question marking sheets and any other material used to subsequently communicate with all applicants as well as appointment letters & internal documentation used for induction and training programmes for the successful candidate(s).

Activities in this session focus upon:-

  • Venue arrangements with equality proofing for all aspects of access
  • Management of interview panel and respective roles. This would include the appointment of a chair, timetabling and the allocation of specific questions/subjects to panel members
  • Clear agreement on the way in which responses from candidates will be tested and assessed based on the criteria used at shortlisting
  • Arrangements for the reception of candidates outside the interview room, verification of documents, domestics etc.
  • Provision for the candidate to seek further information and/or offer further information in support of their application
  • Washing up/clarifying loose ends around certificates/references etc.
  • Determining how and when final decisions will be made
  • Feedback arrangements to all candidates
  • In house liaison with HR about appointment letter, contract and plans for planned induction/training-links to any staff appraisal or performance review system


Creating the Right Impression (30 Minutes Minimum)
This session acts a brief reminder of the key factors that create a positive image to the applicant. Many of these issues are frequently forgotten or overlooked even by interviewers.

  • Applicant Meet and Greet
  • Information/joining instructions to candidates including required certificates and notification of specific needs to access the interview
  • Keeping with the law – what you can and cannot say/ ask
  • One to One Interviewing – Benefits, Risks and Alternatives
  • Seating Layout and Note Taking
  • Interviewers Time Keeping
  • Moving the interview along more quickly
  • Dealing with extensive questions from applicants
  • Informing applicants of what happens next


Questioning Listening and Note Taking (60 minutes Minimum)
This module probes the skills needed in any person involved in the recruitment and selection process. Activities in this session would all focus upon:-

  • The key personal soft skills needed to engage in the recruitment process
  • Communication – body language/tone and words
  • Communication and cultural considerations
  • Questioning techniques – open/closed/supplementary/probing
  • Questions to avoid – loaded/discriminatory
  • Interview structure – balance between formal and informal/fluency
  • Listening – active/ reflective
  • Observational skills
  • Managing nerves and stress – it happens to interviewers!
  • Note taking
  • Chairing
  • Summarising
  • Self- awareness

Assessing and Evaluating Applicant Suitability (120 Minutes Minimum)
This session is core most courses. It would is usually tailored to the traits, behaviours and characteristics detailed in the organisation’s job descriptions and person specifications that the participants are recruiting against .

The session provides an opportunity for participants to practice their skills. It combines a mixture of theory and practical experience in the techniques and approaches that can be used to evaluate the applicants experience against the desirable competencies of the person specification.

  • Recounting Past Performance – tell me about a time when
  • Probing and Clarifying
  • Body Language and what it can tell us
  • Evaluating and Scoring

Activities in this session would include

  • Case studies with quiz questions in documented format for the cohort to address
  • Live enactment of a given script

In the absence of detail on job descriptions and people specifications we make some generic comments below about the sort of areas we would expect to be covering within this session:-

  • Challenging Behaviour
  • Target and Goal Achievement
  • Performance under pressure
  • Work Loads and Volumes
  • Business Development
  • Narrowing achievement gaps
  • Customer Service
  • Planning and Logistical Skills
  • Taking Personal Initiatives
  • Decision Making & Problem Shooting
  • Communication Skills
  • Teamwork
  • Influencing Skills
  • Creative Thinking
  • Managing Change
  • Leadership and Management
  • Continuous Development


Advanced Recruiting – Using Behavioural Traits (120 Minutes Minimum)
Most people have a fairly pre-defined character way of working and set of inbuilt behavioural traits. This workshop considers which behavioural traits underpin the person specification. It then demonstrates how to identify the priority behavioural traits the job holder is likely to need to deliver success in role.

For example a sales person may need to demonstrate a high degree of tenacity and results achievement where as a customer complaints handler may require more strength in the area of empathy. The session then considers how the interviewing process can be tailored to establishing if the applicant meets the core behavioural competencies.

This session is particularly relevant when interviewers need to verify and check the outputs from psychometric testing but the approaches are also highly effective in their own right.

This module includes:

  • Typical behaviours
  • Matching behaviours to the person spec
  • Prioritising the behaviours to interview against
  • Interviewing against behaviours
  • Scoring and Grading applicant responses


Employment and Equality Laws (60 minutes Minimum)
There is some “legal” coverage in other modules. This session provides a more comprehensive coverage. Activities in this session would all focus upon:-

  • The changing workplace at law scene
  • The legal rights and responsibilities of the interviewer (s) and the wider organisation
  • The rights of the individual job applicant
  • Trainer input would include:-
  • The very latest legal and political breaking news around the Equality Act 2010 and Employment Law
  • Key and revised technical definitions of discrimination and many of the Protected Characteristics
  • Equality in employment exemptions
  • Lighter consideration of other statutes such as Data Protection and Immigration Law
  • A focus on terms such as “duty of care” and “vicarious liability”
  • Do’s and Don’ts


Introduction to Assessment Centres (180 Minutes Minimum)
This session is designed to provide introductory support to recruitment assessment centres it would involve an overview of the key issues and challenges and linking the assessment exercises undertaken to the traits and behaviours needed in job role. Scoring or grading systems could also be covered

  • Planning and preparation – including cohort research, the joining instructions and equality proofing any training event!
  • Use of resources including equipment, furniture and literature
  • Public speaking and communication skills
  • Active Listening
  • Verbal and non-verbal communication skills
  • Observational skills
  • Voice projection and voice care
  • Dealing with nerves
  • Dealing with difficult participants
  • An understanding of learning styles based on proven academic theory
  • Group theory and dynamics again based on academic models
  • Differences between facilitation and training
  • Creative thinking techniques
  • Feedback techniques
  • Time management
  • Evaluation and after care


Psychometric profiling – An Introduction to (40 minutes Minimum)
Virtually all the respected Psychometric profiling tools require their users to be formally trained in the use of the specific system employed consequently this module does not allow participants to use psychometric profiling.

The session is designed to provide a broad understanding of the ways psychometric works and how it relates to the interviewing process. In doing so it enable participants to consider if this is an area for them to explore further


Post Appointment Planning (60 Minutes Minimum)
This session encourages participants to think more about the successful applicant’s induction and initial experiences in role. The goal being to help ensure that the new recruit is inducted into the job in a planned and effective manner and the positive image of the organisation is maintained. It also challenges participants to think about the effect the induction may have on staff turnover. In its current guise this session encourages the participants to identify and propose solutions.

  • Induction training
  • Who when where duration
  • Ongoing support
  • Performance and issue reviews
  • Initial workloads

What further support does the delegate cohort need? (30 Minutes Minimum)
It is possible that the participant cohort will, as they progress through the chosen modules, identify organisational issues and requests for support. The “parking bay” mechanism referred to in the opening part of this section will facilitate this adequately.

However, we frequently encounter situations where more major support issues or potential problems arise and there can be significant benefit to both the client, the participants and the training delivery if we have a mechanism to address or capture these unplanned developments more fully against a brief of a confidential feedback to the course organiser.

Activities in this session would typically include:-

  • Identification of areas of support needed and historic issues that participants consider not to have been addressed
  • Exploring extracts an aspects of policies and in house support facilities
  • Signposting external sources of information and help


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