| 09:00 |
Registration and coffee
|
| 09:30 |
A recruitment strategy: the business case
- What are the business benefits of developing a recruitment strategy?
- Articulating your recruitment strategy: what to consider
- Linking your recruitment strategy to your business objectives
|
| 10:15 |
Connecting your recruitment strategy to your organisational values
- What are organisational values and why are they important?
- Why recruit for values?
- Integrating values assessment into your recruitment process
- The relationship between organisational values and your brand
|
| 11:00 |
Coffee
|
| 11:15 |
Examining the power of advertising and branding in recruitment
- What is the role of branding in attracting the best talent?
- Job descriptions and person specifications: attracting the right people to your organisation
- Is your brand and advertising strategy delivering results?
- Taking advantage of a diverse talent pool: delivering on your diversity aspirations
- Where are employers most vulnerable? Discussing key problem areas to safeguard your organisation
|
| 12:00 |
Employment contracts: combining law and strategy
- Employment status: adapting your recruitment strategy to fit the role
- Considering agency staff and temporary workers
- Fixed term and part-time contracts
- Remuneration and pay reviews: building flexibility into the benefit structure
- Flexible working arrangements and homeworkers - adapting your recruitment strategy to support your requirements
- Competition and confidentiality
- Enhancing flexibility: retaining the capacity for change
- Restrictive covenants
|
| 12:45 |
Lunch
|
| 13:45 |
Linking your recruitment strategy to legal requirements
- Your recruitment policy: best practice
- Avoid discrimination and ensure your organisation embraces diversity: examining race, disability, sex, sexual orientation, gender reassignment, religion and belief and age discrimination
- Graduate recruitment: making the 'milkround' redundant?
- How much must an employee reveal?
- What questions can and can't you ask?
- How do you decide what's a reasonable adjustment?
- Equal pay: going beyond the law and making it part of your ethos
|
| 14:45 |
Making your recruitment cycle and process strategic
- How can you ensure your interview process and procedure supports your recruitment strategy?
- Designing a competency framework for your organisation: linking competencies to strategic objectives
- How do you test for the selected competencies?
- How do you diversity-proof your competencies?
- How do you assess merit? Are your current competencies skewed towards certain groups
- Making up the interview panel: key considerations
|
| 15:30 |
Coffee
|
| 15:45 |
What happens next?
- Translating recruitment competencies to performance expectations
- Maximising on the induction process: integration from the start
- Getting the most out of the probationary period
|
| 17:00 |
Close of seminar
|
