Recruitment 2025 Day 2

Marjon Meyer

• Identify the key points in an interview • Apply the concept of behaviour types to achieve a deeper understanding of how different people behave in interviews • Review ways of becoming more versatile and “shifting style” with your people to achieve better outcomes • Link behaviour types to a better understanding of people’s reactions to pressures • Assess competencies: • Check your own degree of adult positioning in a interview • Outline an overall strategy for solving problems during interviews eg. quiet talkative or aggressive people

Marjon Meyer

• Get all the administration right for an appointment • Consider AI to make the process easier while respecting the need for a human touch • Understand the appointment, contract, leave and termination administration agreements • Know the legal requirements and Obligations of HR administrator in recruitment and selection • Know how probation periods work and how to communicate this with the new employee • Understand the sensitivity around confidentially of remuneration and other agreements

Marjon Meyer

• Discover the benefits of embracing AI to your organisation? of an effective onboarding programme including: reduced start-up costs, employee turnover and time wastage • Define the purpose that you want to achieve with your onboarding programme • Decide on the main elements of the onboarding program: • Know General Orientations including building layout, building access etc. • Meeting / Presentation from the CEO / Immediate Superior • HR administration including personnel policies, health and safety, terms and conditions of employment, welfare and employee benefits • Business / industry rules and procedures • Corporate culture overview to help new employees fit in straight away • Outline of all department responsibilities • Specific job responsibilities, tasks and expectations • Arrangements for employee involvement and communication • Setting up a practical, effective time frame for the onboarding programme, and ensuring all stakeholders are involved at minimum disruption to daily activities • Implementing an ongoing support such as a "Buddy" system or regular reviews with the manager to guide performance and behaviour • Reviewing the effectiveness of your onboarding programme and "tweaking" it where necessary