This HR management selection interviewing training course provides a generic introduction to the process of selection interviewing. Methods of attracting potential employees are critically examined and participants skills across the selection life cycle are sharpened.

To place selection interviewing into a wider context the programme to start by covering the repercussions of making a wrong selection, the need to observe employment legislation , e.g. equal opportunities, race discrimination, equal pay etc., how to handle internal staff transfers and redeployment. The broader aspects of legal acts are discussed and evaluated relative to both the organisation and society.

Filling a vacancy is not just a question of setting an appropriate and acceptable level of remuneration! How do you begin to identify the need for the task to be carried out and in what shape and size should it be undertaken?

This HR management selection interviewing programme explores the recruitment and the selection interviewing process from "cradle to grave". It identifies the critical do's and don'ts which highlight the volatility of the process and provides key benchmarks for successful selection, recruitment, and induction.

To ensure legal compliance good practice relative to specifying, advertising, selection interviewing and testing will be stressed so that participants can avoid the pitfalls attendant in the recruitment process.

The need for careful and accurate construction of job and person specification is stressed, as is the requirement for thorough pre- selection interviewing preparation. This latter aspect is often the major stumbling block to successful selection interviewing therefore this HR management course provides opportunity for participants to draw up job specification and person criteria, and to match job applications against the job requirements. Appraising and verifying information details will result in narrowing down the applications to those who seem better suited to the position. From this sound base the interviewer can plan and prepare a structured interview. This needs to validate key points and extract additional information that can be measured against the job and person specification of the vacant post. Attention is paid to structuring the interview and the formulation of questions which will reveal meaningful information to the recruiter and also enable the interview candidate to contribute fully to the evaluation.

To ask questions that result in re-iteration of information contained within the written application is a complete waste of time! What is needed is competency, personality, and potential probing. All this must be done in a relaxed and positively charged and unhurried atmosphere.

The interviewer must not forget that selection interviewing is a two way process and that the "right" candidate must want to entrust their career to this organisation and manager. The interviewer must therefore devote time to "selling" the job and company, and be prepared to provide meaningful answers to the candidates questions. Finally, participants will learn how to assess the evidence and make the selection decision and manage the induction process.