This module begins by explaining the main sources of recruiting and their advantages and disadvantages.
Also, this module explains how to use various tools and techniques to select the best candidates for the job. The main topic this module covers include the selection process, basic testing techniques, background and reference checks, ethical questions in testing , type of testing, and work sample and simulations.
Also this module discusses the consequences of bad selection and hires, creating and developing interview questions, types of selection interviews, common mistakes in interviews, what things to focus on when interviewing candidates for vacancies, and tips on how to make interviews more effective.
Moreover, this module will equip the participants with the necessary knowledge and tools to conduct effective psychometric test to recruit and select the right people for the right jobs. Also, this module helps the participants to be more effective at managing their careers and careers of other employees in their organizations. Also, the differences between the new career system and the old career system will be discussed. In addition, this module explains the main contemporary career models such as Boundaryless Career, Protean Career, Intelligent Career, and how people craft successful careers in the current turbulence workplaces.
The main focus of this module will be on the following topics:
- DISC: DISC is a behavioral assessment tool based on the DISC theory of psychologist William Moulton Marston, which centers on four different behavioral traits: dominance, inducement (interactive), submission (steady), and compliance (Cautious). DISC is one of the best assessment tools that enhances staffing activities and relationships and team works in the organizations.
- MBTI: The Myers-Briggs Type Indicator (MBTI), based on Jung’s theory of psychological type, reports your preferences on four scales. Each scale represents two opposite preferences. The four letters that make up your type can help you understand yourself and your interactions with others and help employers to select the right candidates.
- Holland Theory of Career Choice: Most people are one of six personality types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Some refer to these as Holland Codes or RIASEC. This model helps people to best matching between their personalities and jobs.
- Career Anchor: The Career Anchors Self-Assessment allows you to identify your career anchor. The 40-item questionnaire is not a standardized test. The questions were developed by the legendary Edgar Schein, a leader in the field of career and professional studies. The questions help Participants think about what they really want out of a career. Whether you’re a human resources professional, a career counselor, or a professional at a cross-roads in your own career…Career Anchors will help.
- Assertiveness: Is a skill regularly referred to in social and communication skills training. Being assertive means being able to stand up for your own or other people’s rights in a calm and positive way, without being either aggressive, or passively accepting ‘wrong’.
- Emotional Intelligence (EQ or EI) is a term created by two researchers – Peter Salavoy and John Mayer – and popularized by Dan Goleman in his 1996 book of the same name. EI enhances people ability to recognize, understand and manage our own emotions and recognize, understand and influence the emotions of others