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Rigorous Recruitment (3)

1. Zero Unemployment – now what?

Businesses are finding it more and more difficult to find the right staff with the right skills and the right attitude.  The economy is in ‘full’ employment.  With the plans we have for growth,  it is likely that we will need to recruit more employees as well as retain those that we have found.  Whilst  recruiting and retaining good staff has always been important, it is likely we will need to find more creative ways of becoming an employer of choice.

During this session you will:

  • Recognise the change in UK Phillip’s Economic Curve
  • Determine your future skills shortage
  • Identify recruitment & retention issues to becoming an employer of choice
  • Consider how you might use Vroom’s Expectancy Theory 

2. Get the Best Staff for your Business

The cost of replacing an employee incorporates expenditure such as advertising costs and agency fees, as well as invested time such as interviewing prospective candidates. On average business spends £8,200 and it can cost up to £12,000 to recruit a Senior Manager or Director.  There is also the lost opportunity costs and those in relation to getting the recruitment process wrong.

During this session you will:

  • Prepare the job description and outline a person specification (example video)
  • Determine the importance of candidate profiling and testing
  • Recognise the legal implications
  • Create external and internal recruitment adverts

2. Conducting an effective recruitment interview

Being a good interviewer means assessing candidates’ skills and potential properly. Good interviewers prepare well, ask the right interview questions and make efforts to combat their implicit biases.  Structured interviews help you evaluate candidates more objectively and result in robust and better hires.

During this session you will:

  • Recognise factors that may distort perceptions of candidates
  • Plan an interview structure upon clear, objective criteria
  • Apply key questioning techniques to gather sufficient, relevant evidence
  • Defend selection decisions based on objective evaluation of candidates in relation to employment law


“Laura is a great communicator, who runs training sessions with enthusiasm and fantastic preparation. She listens with genuine interest and comes up with killer questions that gets to the heart of a problem”. Edward Beckman

  1. Prices per session start from £500, for a tailored agenda, excludes handouts and workbooks
  2. Either session can be delivered as a webinar lasting 1 hour, with audience Q&As from £200
  3. This material can also be delivered as a series of coaching sessions over a period of 5 weeks via a one hour Skype or Google hangout

Make contact for a free initial telephone consultation without obligation.

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