A wrong hire rarely announces itself in the interview room — it shows up months later in missed targets, team friction, and the cost of starting the search all over again. As competition for skilled professionals keeps intensifying, running interviews on gut feeling or picking candidates without clear criteria is a risk fewer organizations can afford. This training course from the Arab British Fellowship Training Academy tackles that risk head-on, equipping recruitment officers and HR managers with the tools to attract strong talent and keep it engaged.

Participants build a complete hiring-to-performance system: defining the real requirements behind a role, posting and screening candidates, running interviews that surface useful signal, and then tracking and developing employee performance once someone is on the team — all grounded in evidence-based evaluation rather than instinct.

Course Objectives

By the end of the course, participants will be able to:

• Run interviews effectively and professionally, using structured questions and active listening to draw out reliable signal.
• Identify strong channels and employer-branding approaches for attracting suitable talent.
• Evaluate candidates against clear, standardized criteria and connect that evaluation to organizational goals.
• Apply performance management principles once a candidate is hired, from onboarding through ongoing evaluation.

Who Should Attend?

• HR managers and recruitment officers in public and private institutions.
• Staff responsible for tracking job performance.
• Interviewers and candidate selection officers.
• Anyone with a role in talent and human capital management.

Module 1: The Real Cost of a Bad Hire

• Understanding how weak hiring decisions ripple into team performance and cost.
• Pinpointing the organization's real staffing needs before opening a search.

Module 2: Building Attraction: Branding and Channels

• What makes an organization attractive to job seekers, and the role company culture plays.
• Writing accurate, appealing job ads and choosing the right channels to reach candidates.

Module 3: The First Filter — Screening Applications

• Setting effective initial screening criteria and spotting competency indicators in a resume.
• Avoiding personal bias during screening.

Module 4: Designing and Running Interviews That Work

• Structured versus unstructured interviews, and preparing competency-based questions.
• Listening skills, reading body language, and guiding questions to dig deeper into answers.

Module 5: From Evaluation to Offer

• Using standardized evaluation forms and comparing candidates against unified indicators.
• Post-interview steps: communication, negotiation, and the legal and procedural side of hiring.

Module 6: Getting New Hires Off to a Strong Start

• Why the first day matters for building belonging, and setting an onboarding plan.
• Tracking integration during the first weeks on the job.

Module 7: Managing and Measuring Performance After Hiring

• Defining performance, the difference between evaluation and ongoing follow-up, and why feedback matters.
• Building role-specific KPIs and linking individual goals to organizational objectives.
• Strategies for developing underperforming staff and designing improvement plans.