Developing People, Organisations and HR Strategy

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Developing your Recruitment Strategy

09:00
Registration and coffee
09:30
Welcome, introduction and objectives for the day
09:45
A recruitment strategy: the business case
  • What are the business benefits of developing a recruitment strategy?
  • Articulating your recruitment strategy: what to consider
  • Assessing the market – challenges of recruiting in the current climate
  • 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
11:45
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
  • Probationary periods
12:30
Lunch
13:30
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
  • The Equality Bill and recruitment
  • How much must an employee reveal?
  • What questions can and can't you ask?
  • How do you decide what's a reasonable adjustment?
  • Medical questionnaires – new case law
  • Equal pay: going beyond the law and making it part of your ethos
14:30
Making your recruitment cycle, procedures and process strategic
  • How can you ensure your selection process and procedure supports your recruitment strategy?
  • Selection methods – advantages and disadvantages, costs and benefits
  • 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
  • Measuring and monitoring success
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
16:30
End of seminar

 

 
Looking for in-company delivery?  

" Very professionally delivered. An expert overview."

— Oliver Sergison, Senior HR Consultant,
City & Guilds

"It was reassuring to know that the ideas we have to improve our recruitment process are in line with your recommendations."

— Sheralyn Dowey, HR Officer,
NCH Marketing Services

"Really useful to focus on recruitment for a whole day and go back with some valuable actions."

— Michelle Beardshaw, Group HR Manager,
Bromford Housing Group