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Leading Recruitment and Attracting Talent
Effective recruitment starts with a well-defined need and consistent assessment. Structure your criteria, conversations and decisions to select people suited to your organisation. Prepare their onboarding too, connecting the recruitment promise with the reality of the role.
- Duration
- 2 days 14 hours
- Code
- RH030FR Code
Presentation
In the war for talent, recruitment is no longer a support function but a strategic driver. As candidates' expectations change, business performance depends on attracting and selecting the right people ethically and effectively.
This 2-day course offers a comprehensive approach to recruitment management. You will learn to connect workforce planning and competency mapping with overall strategy, strengthen your employer brand and master ethical selection techniques such as the behavioural event interview (BEI).
The focus is on the recruiter's approach: learn to identify and counter cognitive biases and actively promote diversity. You will leave with tools for performance management through KPIs and responsible talent management.
Objectives
By the end of this course, you will be able to:
- develop workforce and competency planning (GPEC) and recruitment plans aligned with the organisation's vision, mission and values;
- structure a recruitment process from defining needs through job descriptions to sourcing, talent pools and employer branding, supporting diverse candidate profiles;
- conduct structured Behavioural Event Interviews (BEIs) to assess competencies and potential beyond the CV;
- identify and counter cognitive biases such as the halo effect and hiring in one's own image, adopting an ethical, inclusive recruiter approach;
- establish key performance indicators (KPIs) to manage recruitment, including cost, time, yield ratio and satisfaction.
Program
Module 1: defining a strategic recruitment vision
- Analysing the link between organisational vision, mission and values and the strategic HR plan.
- Defining the HR Business Partner's (HRBP) strategic role in talent acquisition.
- Identifying internal and external factors, such as the market and competition, that influence workforce planning.
Module 2: workforce planning (GPEC)
- Applying planning stages: strategic analysis, workforce assessment, gap identification and needs definition.
- Analysing key management factors: availability, potential, turnover and absenteeism.
Case study
- Analyse a case, such as Banque Union Afrique, to develop workforce forecasts and a 2025–2026 recruitment plan.
Module 3: recruiting effectively by attracting talent
- Distinguishing recruitment, which attracts candidates, from selection, which chooses them.
- Building a talent pool and strengthening the employer brand.
- Selecting internal, external and digital recruitment sources and employment arrangements such as permanent (CDI), fixed-term (CDD) and umbrella employment.
- Calculating recruitment costs: internal, external and onboarding.
- Defining attraction indicators: yield ratio, diversity and inclusion.
Module 4: selecting the right candidates through assessment and choice
- Structuring selection: CV screening, tests and interviews.
- Assessing the reliability, validity and relevance of selection tests.
- Preventing cognitive biases and promoting diversity.
- Ethical reference checking and candidate communication.
Simulation
- Prepare and conduct a structured Behavioural Event Interview (BEI) to assess specific competencies.
Module 5: managing continuous recruitment improvement
- Analysing performance indicators: conversion rates, cost, time and satisfaction.
- Using competency mapping to adjust needs.
- Identifying current trends: e-recruitment, social media, AI, employee referrals and internal mobility.
Practical exercises
- Build a recruitment KPI dashboard to monitor process effectiveness.
Audience
This course is intended for professionals involved in talent acquisition and selection strategy, including:
- HR and recruitment managers responsible for structuring the process and managing talent acquisition performance;
- HR Business Partners (HRBPs) supporting managers in defining needs and selecting candidates;
- team managers involved in recruitment who want more professional interview and assessment techniques;
- SME leaders seeking to structure HR practices to attract and retain talent.
Prerequisites
The following prerequisites apply:
- Professional experience: initial experience in HR or team management is desirable.
- Basic knowledge: no technical skills are required, but understanding how a business operates will help you grasp strategic concepts.
Teaching and assessment methods
- Initial skills assessment
- Training materials provided to participants
- Continuous assessment throughout the course
- End-of-course feedback questionnaire
- Combination of theory and practical application
- Attendance records
- Post-course follow-up evaluation
- Practical exercises
- Case study
Course highlights
- Strategic recruitment: learn to connect workforce and competency planning (GPEC) and recruitment plans with business strategy.
- BEI skills: practise structured Behavioural Event Interviews, a reliable method for assessing actual competencies and potential.
- Bias prevention & diversity: identify cognitive biases such as similarity bias and the halo effect, and adopt an ethical approach for inclusive selection.
- KPI-driven management: build a recruitment dashboard covering cost per hire, time and yield ratio to measure performance and adjust strategy.
Dates and sessions
Choose the date and delivery format that suit you.
No upcoming sessions are currently available.