Recruitment & Selection – the increasing complexity of the work environment requires strategic decisions.  Therefore the leader’s role has shifted in recent years as they are not able to control all of the complex procedures on their own anymore. Nowadays, the successful leaders are choosing to move wise on the chessboard. As they need partners; they can no longer delegate recruitment of the key people they will share the business with.


In a competitive environment a leader has to choose two paths:
As the labour market becomes increasingly competitive for talented professionals, the leader needs to be sure he creates the colourful environment, for the employees can fulfil their needs like personal growth, a balance between work and life and an appreciative work environment.
The competition on the sales side requires head hunting key roles from the leader and smarter and faster replacement of the people, for the role to be coloured, performed and grown by the future employee.

These two paths are certainly related: Ideally leaders create a win-win set up, aligning personal with organizational goals. But, like in a winning soccer team, people having different roles should express the needed behaviour for the required competences way before being proud of high performance, contribution or rewards of their common success.
Regardless of the industry specifics, local crises, pool of candidates, cultural barriers, difficult profiles will put on risk your recruiting process. This is the time when you can switch from a classic but invasive interview approach, based on proven behaviours – to a more diplomatic and softer one using Projective Interview or In Basket Interview – or even use psychometric test for a higher prediction degree.

For any rational profiles, like most of the IT and account people are, or amiable as the customer service employees are, the strategy should be different. So keep it simple and beautiful!

What you’ll get:

  • Structuring your interviewing approach
  • Effective interviewing techniques
  • Tools for achieving higher predictability in recruitment processes
  • Profiling people
  • Making the right selection decision

Competencies play a key role in supporting good or superior performance on the job. In order to select the right candidate it is essential to assess the competencies that the individual possesses. “The key to finding out how someone will perform in a job is to collect and analyze examples of how he/she has performed in similar situations in the past” These can further be matched to the expected levels for a specified job role, thus helping the Interviewer to make an objective selection decision.

What you’ll get:

  • Prepare effectively for a structured interview
  • Frame appropriate questions and use effective interviewing techniques
  • Obtain candidate interest and relevant information about him/her
  • Evaluate the received answers
  • Objectively assess an applicants’ suitability for any position
  • Sell the job to the candidate and the candidate to the PM
  • Hire the right people for the right job
  • movies
  • group discussion
  • reading, profiling
  • presentation practice exercises

8  hours

  • Lead Associate
  • Analyst, Managers
  • Min – 8
  • Max – 16