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Face to face / Online closed & onsite training. Restaurant lunch included at STL venues.
- 1 day Instructor-led workshop
Syllabus
Who is this course for?
'Recruitment and On-boarding' is for managers who want to invest in their company’s human resource capital by recruiting the right person for the right job and successfully inducting the new employee into their organisation by getting them up to speed within 6 months of starting. Those managers who want to ensure that the workforce has the relevant skills and abilities for the organisation's current and future needs.
Objectives
By the end of the one day workshop delegates will be able to:
· Use recruitment techniques that allow you to attract and engage the right person for your business and the role
· Explain the importance of a new member of staff understanding your brand & your company values, the working culture of your organisation and their personal targets and expectations
· Develop a good onboarding process so that a new employee can become productive more rapidly, helping you to recoup the time and costs involved in recruitment more quickly
· Understand that effective recruitment is not just about filling an immediate vacancy but it is also about having an impact on longer-term issues, such as future skills development, organisational performance and employer brand
Course Syllabus
Recruitment
Understanding the requirements of the role you are recruiting for - the required skills, knowledge and attitudes?
Having a robust Job Description
Involving the relevant Stake Holders
The importance of taking diversity and inclusion into account at each stage of the recruitment process
Attracting the right candidates
Managing the application and selection process
Pre-start
Designing the schedule for the new starter
Planning socialisation
Preparing the work environment
Technology access and security
Training and development
The on-boarding programme - the first 6 months
The manager's role and responsibilities
The importance of the company induction - understanding the Values and culture of the organisaton
Buddying
Setting expectations
Regular meetings - one week, one month, three months & six months
Giving feedback
Monitoring training & development
Being available
Feedback on their experience
The next steps
Taking things forward
Action Planning
What you get
"What do I get on the day?"
Arguably, the most experienced and highest motivated trainers.
Face-to-face training
Training is held in our modern, comfortable, air-conditioned suites.
Lunch, breaks and timing
A hot lunch is provided at local restaurants near our venues:
- Bloomsbury
- Limehouse
Courses start at 9:30am.
Please aim to be with us for 9:15am.
Browse the sample menus and view joining information (how to get to our venues).
Refreshments
Available throughout the day:
- Hot beverages
- Clean, filtered water
- Biscuits
Online training
Regular breaks throughout the day.
Learning tools
In-course handbook
Contains unit objectives, exercises and space to write notes
24 months access to trainers
Your questions answered on our support forum.
Training formats & Services
Training Formats & Services
Training formats available
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Training manual sample
Below are some extracts from our Recruitment and Onboarding manual.
Recruitment and On-boarding
Recruitment
Understanding the Requirements of the Role
The first step in recruitment is to clearly understand the
role you are hiring for. This involves identifying the necessary skills,
knowledge, and attitudes required for the position. Conducting a thorough job
analysis helps in defining these requirements, ensuring that the candidates you
attract are well-suited for the role.
Having a Robust Job Description
A well-crafted job description is crucial. It should clearly
outline the responsibilities, required qualifications, and expectations for the
role. This not only helps in attracting the right candidates but also sets
clear expectations from the outset.
Involving the Relevant Stakeholders
Engage all relevant stakeholders in the recruitment process.
This includes team members, managers, and HR professionals. Their input can
provide valuable insights into the role and help in selecting the best
candidate.
The Importance of Diversity and Inclusion
Diversity and inclusion should be considered at every stage
of the recruitment process. This ensures a wide range of perspectives and ideas
within the team, fostering innovation and creativity. It also helps in building
a more inclusive workplace culture.
Attracting the Right Candidates
To attract the right candidates, use a mix of recruitment
channels such as job boards, social media, and professional networks. Highlight
the unique aspects of your company culture and the benefits of working with
your organization.
Managing the Application and Selection Process
Efficiently manage the application and selection process by
using applicant tracking systems (ATS) and structured interview techniques.
This helps in maintaining consistency and fairness throughout the recruitment
process.
Pre-start
Designing the Schedule for the New Starter
Before the new starter joins, design a detailed schedule
that outlines their first few weeks. This should include introductions to team
members, training sessions, and any initial tasks they need to complete.
Planning Socialisation
Plan social activities to help the new starter integrate
into the team. This could include team lunches, coffee breaks, or informal
meet-and-greets. Socialisation is key to helping new employees feel welcome and
part of the team.
Preparing the Work Environment
Ensure that the new starter’s work environment is ready.
This includes setting up their workspace, providing necessary equipment, and
ensuring that all required resources are available.
Technology Access and Security
Set up the new starter’s technology access and ensure they
are aware of security protocols. This includes providing access to necessary
software, email accounts, and any other digital tools they will need.
Training and Development
Plan initial training sessions to help the new starter get
up to speed with their role. This could include product training, process
overviews, and any other relevant information.
The On-boarding Programme - The First 6 Months
The Manager’s Role and Responsibilities
The manager plays a crucial role in the on-boarding process.
They should provide guidance, support, and regular feedback to the new starter.
It’s important for managers to be approachable and available to address any
concerns.
The Importance of Company Induction
A comprehensive company induction helps new starters
understand the values and culture of the organization. This can include
presentations, videos, and interactive sessions that provide an overview of the
company’s mission and goals.
Buddying
Assigning a buddy to the new starter can be very beneficial.
A buddy can provide support, answer questions, and help the new starter
navigate their new environment.
Setting Expectations
Clearly set expectations for the new starter. This includes
outlining their responsibilities, performance goals, and any key milestones
they need to achieve.
Regular Meetings
Schedule regular meetings to check in with the new starter.
These should be held at one week, one month, three months, and six months
intervals. These meetings provide an opportunity to give feedback, address any
issues, and ensure the new starter is settling in well.
Giving Feedback
Provide constructive feedback regularly. This helps the new
starter understand what they are doing well and where they can improve.
Monitoring Training and Development
Keep track of the new starter’s training and development
progress. Ensure they are completing any required training and provide
additional support if needed.
Being Available
Make sure you are available to the new starter. Being
approachable and open to questions helps in building a supportive environment.
Feedback on Their Experience
Gather feedback from the new starter about their on-boarding
experience. This can provide valuable insights into how the process can be
improved for future hires.
The Next Steps
After the initial six months, discuss the next steps with
the new starter. This could include setting new goals, planning further
development, and discussing career progression opportunities.
Taking Things Forward
Action Planning
Create an action plan for the new starter’s continued
development. This should include specific goals, timelines, and any additional
training or support they may need.
By following these steps, you can create a structured and
supportive recruitment and on-boarding process that helps new starters
integrate smoothly into your organization and sets them up for long-term
success.
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