Learning Objectives:

• Identify competencies and integrate them into a job description.
• Develop a fair and consistent interviewing process for selecting employees, using a variety of interview strategies, including behavior description interview (BDI) techniques.
• Enhance communication skills of listening, asking questions and observing, that are essential for a skilled recruiter.
• Understand the questions that are not legal to ask.
• Have a format for checking references

Why is it important to develop your recruiting skills?

How will you know your skills have improved?

Overview

Sophistication in candidate evaluation has become the new driving force in the labour markets of the 21st century.

• The number of new employees hired has decreased in light of reduced corporate revenues;
• Output per employee has increased to maintain the existing work flow.
   

The significance of candidate evaluation, therefore, has evolved as a way to ensure a new hire’s potential performance.

The “time to start” loop – the amount of time from when a company lists a job opening to when that position is filled – has tripled during the past few years for two key reason.

• Employers are keenly aware of the costs associated with adding people to the payroll, namely recruitment and training expenses, payroll taxes, unemployment insurance and benefits coverage, as well as exposure to workers’ compensation and wrongful termination.
   
• If the decision to add to the staff can be postponed by increasing the productivity of the existing workforce, through training, computerization and/or overtime, then the company meets its goals without incurring those extra costs and liabilities.