This cultivated hiring manager course is for hiring managers who are just starting out, or having to ramp up teams without the backing of a well established HR team or process.
This course is also for people who want to hire great candidates, not just any candidate.
It’s easy to find average candidates, but finding good people takes time. And good people expect a respectful, timely and professional recruitment process. Good people will also be in demand, so a high speed of “application to offer” is also important.
This course will help you build that process including creating a good pipeline of candidates, working with recruiters, creating an effective interview process and building strong interviewing techniques.
To book email – firstname.lastname@example.org
Pricing details are here.
Creating compelling job adverts
Ideas on how to stand out from the crowd and create compelling job adverts that focus on the person rather than a generic list of skills.
Reaching candidates through social media
Your candidates are likely to be on social channels such as Twitter, LinkedIn and YouTube. Learn how to use these social channels to find people in your industry.
Working with recruiters
Learn how to work with recruiters, find the rights recruiters and build strong relationships with them. Most recruiters are good to work with. Some aren’t.
Questions to ask recruiters
Here we’ll dig in to ten of the best questions to ask recruiters to work out whether they’re a good fit for you, what competition you are up against and how they source their candidates.
Build compelling offers, especially if salary is not your
Not many companies can offer such high salaries that candidates aren’t thinking about money.
So instead of worrying about lack of budget focus on some of the other aspects of the role that can be used to balance a less than competitive salary. Not all candidates are seeking purely financial reward.
Promoting and selling the business
Learn how to promote and sell your business.
Hiring is as much about you selling your business as it is the candidate selling their own value.
Recruiting from careers fairs and universities
In this section we’ll look at some of the ways to hire from recruitment events.
It’s not quick to follow this path but it’s something you should really start as early as possible.
It’s not that expensive to do but can be a slow burn way to find young, energetic and talented graduates.
Building a backlog and pipeline through thought leadership
In this section we’ll look at how having a few key thought leaders in your industry working for you really can draw candidates in without needing to use recruiters.
Effective multi-stage interview process from application to decision in less than 10 days
Speed is important when recruiting good candidates – they don’t hang around long.
That’s why it’s important to balance an effective hiring process with a speedy one. Rushing in to hiring is a recipe for disaster, but idling too long may lose candidates.
In this section we’ll look at some sample processes and how you can keep tabs of recruitment using simple visualisation process.
Building empathy in to your process
At all points in your process you need to balance business effectiveness with empathy and considerations for your candidates.
Here we will look quickly at a few key ways to build empathy in to your system all centering around rapid and effective communication.
Interview questions, interview techniques and creating compelling environments for good interviews
The environment the interview takes place in is very important.
The way your desks are laid out, the welcome message that the candidate gets and the vibe they leave the interview with can make a big difference to your success at hiring them.
In this section we’ll go over some basic environment ideas, run through a whole series of question types and how the closing of an interview is important.
Non-verbal communication and interviews – superpowers at work
In this section we will look at non-verbal communication and how it’s a real super-power, especially so during an interview.
We’ll go over “the baseline” and “tells” that candidates may give away during the interview. Powerful stuff indeed.
Group decision making and offers
In this section we’ll talk about why it’s so important for more than one person to interview a candidate and why group decisions may raise the bar, but that in itself means recruitment can often get harder.
How to close an interview early with respect for the candidate
Sometimes a candidate makes it to a face to face interview and within the first few sections it’s clear they’re not right.
We’ll talk about how to end the interview early with respect for the candidate.
In this section we’ll look at how to interview if there is no chance of having a face-to-face interview.
Making offers and rejections
In this section we’ll look at how to make offers, especially in those early days when you don’t have an HR team.
We’ll also look at how to reject a candidate, the importance of honest feedback and how to keep an audit of applications.
To book email – email@example.com