Talent Acquisition, CBI and Pre-employment Testing
Introduction
Acquiring new talent is often time-consuming and resource-draining. Preemployment testing and assessment is one of the most objective ways of predicting
job performance and company fit. It consists in the use of tests and questionnaires
to assess candidates in terms of a wide range of aspects such as cognitive ability,
critical thinking skills, personality, preferences and motivation, among many others.
Overview
This workshop is highly interactive and is specially designed to teach you how to
seek the most talented employees who, not only can fit the immediate bill but also
have the drive, initiative and potential to contribute to the company’s
competitiveness and long-term future.
Learning Objectives
Upon completion of this course, participants will be able to:
- Understand the interplay between various aspects of talent acquisition, retention
and development of talent
• Structure competency models and matrices based upon your organization’s
mission, vision and core values
• Select the pre-employment tests that are valid, reliable and job-related
• Decide which pre-employment assessment tool to use with which job
• Develop behavior-based and situation-based interview questions derived from
job analysis data and conduct a professional interview
• Ask interview questions that are behaviorally anchored and focused on personfit and job-fit skills, both of which are important for successful adaptation and
effective performance on the job
Core Contents
- Develop the competencies required to work effectively by Star employees
- Understanding different competency levels
- Learning how competency models are structured
- Competency-based Job analysis
- Manpower Planning and Forecasting
- Trend analysis
- Ratio analysis
- Scatter plot analysis
- Recruitment (Sourcing)
- Internal Recruitment
- External Recruitment
- Outsourcing
- CV Screening and Pre-employment Testing:
- Social / behavioral style assessment
- Career interest assessment
- Managerial style assessment
- Psychometric assessment
- Aptitude and cognitive ability tests
- Before the Interview: Preparing for Competency-based Structured
Interviews
- Developing competency-based questions
- Avoiding leading and commonly asked questions
- Preparing benchmark answers
6زDuring the Interview: Conducting Competency-based Interviews
- Building rapport with the interviewees
- Using different behavior-based questions to asses and evaluate the required
level of competencies - Listening to the interviewees’ voice and understanding their body language
clues (Non-verbal Clues) - Taking notes which enables fair and coherent evaluation
7زAfter the Interview: Closing and Evaluation
- Learning how to professionally close the interview
clues (Non-verbal Clues) - Evaluating and assessing the appropriateness of the candidate to the
required job
Training Methodology
- A balanced use of lectures, cases studies, role plays and group discussions.
- Participants would be given opportunities to prepare and perform
interviews using realistic scenarios.
Who could attend ?
HR Consultants, Top and Middle Managers, Human Resources Directors, Talent
Assessors, HR Managers, Talent Acquisition Professionals & Managers and Talent
Management leaders.
