What would you say about a job interview in a locker room?
The vast experience of the Human Resources professionals with whom we’ve worked on this online course proved that interviewing the candidates in unexpected places or situations is a valuable way of testing their real skills and personality, more effective than the classical job interview that could never give such genuine, real and unexpected information about the candidates.
One of our collaborators, the HR Manager of an oil company, recounted us about a job interview she had once for the position of Human Resources Manager in a factory with 350 employees, mostly unskilled workers. She went to the interview at the appointed time but she had to wait for 2 hours to start the interview that took place in the workers’ locker.
At the end of the interview, the recruiters told her she was not the right person for the job, although she had dealt very well with the situation and had perfectly answered the questions they asked her.
And here comes the interesting part. Actually, she got the job but how she was managing the negative response was the final test. Remember: The job interview or the testing is not finished when the candidate gets the so-called final result!
What was the purpose of that interview? The management was looking for a committed person, determined not to take a NO for granted, a person that doesn’t give up easily. There had been tested the candidate's strength of mind and ability to cope with difficult situations, to keep 350 men workers under control, to rein them in and make herself respected.
So, are you interested in finding more on how you can easily recruit the right persons no matter how difficult the job is and how you can always master the job interview? If your answer is yes, we can show you how.
This recruitment course is for anyone who wants to start a career in Human Resources as a recruiter, HR professionals who want to specialize in Recruiting and Personnel Selection or small business owners who want to hire the best people for their business. No prior knowledge is necessary.
1.1 A very important recruitment issue - the difference between abilities, skills and competencies
1.2 Case study for understanding the competencies requested for a Manager position
1.3 The key questions we ask ourselves when we want to hire a new employee
1.4 How to define the job requirements and the candidate profile - case study for Executive Secretary
1.5 How to prepare the job offer and with whom we must consult for it
2.1 How to conceive the job announcement and what are its important elements
2.2 The most appropriate media channel: newspapers, internet, “in company” and what are the costs
2.3 Recommendations from my personal experience to increase the effectiveness of an employment ad
2.4 The key points that are important to consider when we analyze the resumes
3.1 How to prepare a successful interview
3.2 The magic questions used by HR professionals during the job interview
3.3 Using the situational and the behavioral interview, the star technique or the Skype interview
3.4 For what kind of jobs we use under stress, panel and group interview
3.5 What is the head-hunting and for what positions we can use it
3.6 How we can find out from a candidate testing what we could find in 10 hours of interview
3.7 When is the best time to discuss about special clauses: mobility, non-competition, confidentiality
4.1 What is the induction of a new employee and why it is important for the company
4.2 How we go through the 3 integration steps of the new employee
4.3 How to establish the integration period for each job
4.4 What documents and information we provide for integrating the new employee
4.5 Who are the most indicated people to integrate the new employee
4.6 How to ensure the professional training of the new employee
4.7 How to identify the need for training and how to elaborate the employee training plan
4.8 The 6 methods used by large companies for the internal training of their employees
4.9 How to elaborate more easily the Career Plan by dividing it into 5 major motivations
4.10 12 real life certified methods for employees’ career development
4.11 How to apply the organizational culture for developing the employees’ career
By enrolling in this recruitment course, you will participate in a practical learning program created by HR experts and you will get the specific skills that will definitely help you differentiate from other candidates when you will apply for a job or a promotion.
After you go through the checkout process, in a few minutes, in My Account you can click the link Go To My Courses and you’ll find your online courses, along with each course schedule.
Each module has 1 or 2 learning sessions. You get a new module every week and from that moment you have 3 weeks to participate in the Course Activities.
You are free to organize your time as you wish and your courses are available 24h/day and you can study at your own pace.
You will get feedback and points that will contribute to your Final Grade.
Here is a quick step by step video about how to learn:
After you finish your HR course, you can go to your account in My Certificates section and download your graduation certificate and the transcripts for free. You can also order right away, the International HR Certification that comes printed.
As you can see, learning with us is easy, not time-consuming and you can achieve your goals faster.
This recruitment course takes 12 weeks and every week we recommend you to spend 3 to 5 hours learning and participating in your course activities, any day and time that suits you best.
You can take this recruitment course even without being assessed. You decide how much you are willing to engage in your course. However, if you want to receive your HR certification, you have to get a pass mark (minimum 5/D) as a result of your participation in the course activities.
After each module, you will participate in real case simulations and practical applications in order to apply what you’ve just learned to actual real-life situations. You will receive feedback for every solution you propose.
In the end, you will attempt the final assessment in order to finish the course. Because the practical applications are the most important part of the learning process, the final assessment questions are quite easy to answer and the final assessment is only an official requirement, not a stressful exam. You don’t have to pay anything for the assessment.
When you enroll in the Recruitment and Personnel Selection Course with BigMainStreet, you will have a Tutor who will watch over your course progress and will send you notifications by phone or email whenever it will be necessary.
By enrolling to this course you can collect up to 5 loyalty points. Your cart will total 5 points that can be converted into a voucher of $5.00.