Introduction

“A team is only as strong as its weakest member.”

Effective and successful recruitment creates great impact to the success of the business entities, whether it is an internal recruitment for project teams or external recruitment for the continuum or expansion of the entities.

In business, effective recruitment will directly boost up sales and businesses; strengthen operations and supports; enhance the image and morale of the whole team and etc.

Aim of the Training and Workshop Objectives

“Together Everyone Achieves More!”

The training will focus on (1) the transfer of skill sets to enhance the competency in recruitment and interviews; and (2) the guidance to the participants in realizing the meaning; intention and its effect behind the recruitment.

This interactive workshop helps participants understand the role as an senior executives; hiring manager or recruitment manager; learn the skills of reading applicants, assessing applicants in order to make a good decision of hiring.

Knowing thy self or your teams are equally important in the process of recruitment. This training course will also introduce a few assessment tools to facilitate the hiring managers to realize which kind of people specifically is required for the next hiring for the organization or for the team. How would the next person contribute to the team so as to make the best hiring decision? Assessment tools provide immediate mapping for the hiring managers. In addition, assessment tools are also applied as the communication model with various kinds of people. Better understanding of people and communications will improve the future co-operations.

Recruitment is a process, which could be continuously. Working wisely on each part of the process; knowing how the process fit into the organizational visions, missions as well as future development will ultimately facilitate the success for the company.

The Design

The training is designed for a class of around 20-25 persons. Interactive practice and exercises are designed to let the participants to practice the knowing.

The Trainer

Teresa has accumulated over 20 years of recruitment experience for multinational companies and SMEs in Hong Kong, China, Macau, which cover the industries of banking and finance; hotels and entertainment groups, media companies, fast moving consumer goods, telecommunications, manufacturing and etc. She has assisted her clients in recruiting senior executives and professionals. She has also assisted her clients in hiring a department from 5 to 200 peoples, which has fully utilized her team building and recruitment skills.

Assessment Models

“Assessment Tool in Recruitment for a better understanding of human programs”

Meta Program 處事模式

A model helps us to read and understand an individual’s general pervasive habitual patterns across a wide range of situations. It covers areas of COGNITIVE (Thinking); EMOTIONAL (Feeling); CONATIVE (Choosing Modes); and SEMANTIC (Semantic Indications). Examples of meta-programs include the preference for overview or specific detail, habitual linguistic patterns and body language, matching or mismatching and so on.

The client is suggested to choose one of the followings as a second model to be applied during in the interviews or recruitment process.

Enneagram (九型人格)

Pros:

  • A very popular personality traits model to read a person nowadays. Helps in understanding our own selves’ and the others’ strengths and weaknesses. In recruitment, particularly team building and communications, it is very useful.

Cons:

  • It takes a longer time to learn the model, usually workshop of 2 days with a lot of guidance and practice. A few hours introduction would only adequate to brief the concept and the participants are expected to further explore the depth of the knowledge.

Numerology (數字學)

Pros:

  • Read a person in 2 minutes
  • An easy to learn and apply model with people’s birthdates.

Cultural Alerts:

  • In Hong Kong, interviewers could not ask for the age of the candidates to prevent age discrimination. In fact, the employer company has the responsibility to check the Identity Card to ensure the applicants have the working identity in Hong Kong.
  • In China or Asia, some people may not disclose the true birthday in identity card which affect the accuracy of the tool.
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The Recruitment Process

Checklist of Skillset for a Competent Hiring Manager

Pros:

  • 1.Interview Skills #1 – Preparation for the recruitment process
  • 2.Interview Skills #2 – Listening Skills
  • 3.Interview Skills #3 – Rapport Building Skills
  • 4.Interview Skills #4 – Presentation Skills Part 1 & Part 2
  • 5.Interview Skills #5 – Basic and Advance Questioning Skills
  • 6.Interview Skills #6 – Analysis and Making Hiring Decisions

COURSE OUTLINE:

Course Title: Systemic Recruitment
Duration: 2 days
No. of Participants: 20-25 persons
Target Groups: 4 classes
Course objectives:
By the end of the program, participants will be able to:

  • Understand the framework of an effective recruitment process
  • Apply skills for preparing a recruitment process and conducting effective interviews
  • Equipped with two personality trait models to assess the suitability of the candidates and selection for hiring decisions

Course Schedule:

Day 1 Morning

DAY ONE
Time Title Contents
09:30 – 10:00 Opening Ice Breaking and Sharing about Recruitment
Goal of the Day and Sharing of cases
10:00 – 10:30 Recruitment Fundamentals What is recruitment?
The definition of a successful recruitment?
What are the chain effects of hiring an inappropriate candidate?
Understanding the recruitment process and how should a hiring manager fit into it.
10:30 – 11:15 Conduct recruitment with confidence Checklist of skillset for a competent HIRING MANAGER

  • Interview Skill # 1-6
Interview Skills #1 Development of a check list for the ideal candidate(s) for the openings
11:15 – 11:30 Tea Break
11:30 – 12:15 Interview Skills #2 Listening Skills – Essence in Understanding the candidates’ genuineness, potential and suitability to your team
  • Representational Systems
  • Practice and Exercise
12:15 – 13:00 Interview Skills #3 Rapport Building Skills – Essence in facilitating the effective interviews instantly
  • Calibration Skills
  • Practice and Exercise

 

Day 1 Afternoon

14:00 – 14:45 Meta-Program (Part 1) Understand Thy self, our team, before hiring the new comers.
  • Learn a basic and easy assessment model for understanding people.
  • Introduction to Meta-Program
  • The model also tells us how to communicate with different types of people.
  • Practice and Exercise
14:45 – 15:30 Interview Skills #4 Presentation Skill – Essence of attractive the appropriate candidates to the company
  • How to present the company?
  • In search of the meaning of hiring for and on behalf of the organization
  • Practice and Exercise
15:30 – 15:45 Tea Break
15:45 – 16:30 Meta-Program (Part 2) Further Introduction to Meta-Program
  • Expanding Meta-program – Exercise to delete ineffective communication habits
16:30 – 17:15 Interview Skills #4 Presentation Skills – Essence of attractive the appropriate candidates to the company – Language Skill
How to attract the high quality candidates?
  • Skills of preventing inappropriate candidates taking up the openings
  • Practice and Exercise
17:15 – 17:30 Closing for the Days Summary and Questioning Time

 

Day 2 Morning

DAY TWO
Time Title Contents
09:30 – 10:00 Opening Q & A  about  Day One’s Learning
Goal of the Day and Sharing of cases
10:00 – 11:15 Numerology (Part 1) Understand Thy self, our team, before hiring the new comers.
(Alternative Choice – Enneagram (Part 1))
  • Learn a basic and easy assessment model
  • The model also tells us the natural born talent of each individual.
  • The model also tells us how to communicate with each individual.
11:15 – 11:30 Tea Break
11:30 – 12:30 Numerology (Part 2) Practice and Exercise
12:30 – 13:00 Meta-Program (Part 3) Complimentary application of Numerology and Meta-Program in selection of candidates

 

Day 2 Afternoon

14:00 – 14:45 Interview Skills #5 Basic and Advance Questioning Skills – Essence of getting into the HEART of the issue.
  • How to ask Powerful Questions:
  • Practice and Exercise
14:45 – 15:30 Interview Skills #6 Analysis and Making Hiring Decisions – Essence of Making Hiring Decision
  • Discuss and Sharing
15:30 – 15:45 Tea Break
15:45 – 16:00 Closing Effective closing of an interview
  • Making a clear & brief summary
  • Laying the foundation for continual collaboration
16:00 – 17:15 Demonstration Demonstration of an Interview and ROLE PLAY Practice
  • Discuss and Sharing
17:15 – 17:30 Wrapping up & Evaluation
  • Questions and Answers
  • Sharing