Recruitment 2025 Day 1

Marjon Meyer

• Analysing the job requirements using AI for the position for advertising purposes • Using the job requirements to establish the correct selection criteria • Ensure the selected interview candidates reflect the criteria accurately

Marjon Meyer

• Understand the competency/behaviour based interview • Devise competency interview questions to focus on your selection criteria • Use the STAT method to prepare questions • Ensure that the documentation and interview processes comply with current legislation • Gain a list of revealing questions that you should use during interviews to get to the bottom of any areas of concern • Set an agenda to manage time and ensure consistency

Marjon Meyer

• Understand and use the STAR method: Situation, Task, Action and result • Know the secret to conducting objective, interactive, consistent and fair interviews • Learn what the candidates’ choice of outfit says about them – so you know right off the bat who you are dealing with • Apply the concept of behaviour types to achieve a deeper understanding of how different people behave in interviews • Link behaviour types to a better understanding of people’s reactions to pressures • Discover how you can use an understanding of body language to know if the candidate is telling the truth – or bluffing • Discover how to use active listening and questioning as a “sifting” tool • Learn how to sum up a candidate’s personality from their attitude in the interview that will allow you to assess whether they will fit into your team • Solve problems during interviews eg: quiet, talkative or aggressive people • Review ways of becoming more versatile and “shifting style” with your candidates to achieve better outcomes • Explore additional tools for selection during and after the interview • Tests and assessments? Yes or no? • Apply evaluation tools according to the organisation’s policies and procedures • Notify unsuccessful candidates of the selection process