A wrong hire rarely announces itself in the interview room — it shows up months later as missed targets, a disrupted team, and the cost of starting the search all over again. This course from the Arab British Fellowship Training Academy treats recruitment and selection as a structured process rather than a gut-feeling decision, walking participants through every stage from defining the role to reading body language in the interview and using data to make the final call.

Recruitment and selection is no longer the sole responsibility of HR officials; they lead the process, but they now coordinate a wider team of specialists across the business. Participants leave with the practical steps, scientific methods and documentation needed to prepare for interviews, phrase questions professionally, interpret answers accurately, and predict a candidate's fit for both the role and the team.

Who Should Attend?

• Managers, supervisors and officials whose work requires recruiting and selecting employees.
• People who are new, or have limited experience, in recruitment and want to build relevant skills.
• Employees whose work requires frequent or high-stakes selection interviews.
• Graduates and those interested in this field.

After completing the program, participants will be able to:

• Define recruitment, identify its main steps, and use the best sources to attract qualified candidates.
• Build and evaluate shortlists using techniques that measure each candidate's reliability and suitability.
• Choose the right type of selection interview for each situation and know how to run it.
• Examine CVs and application forms against agreed selection criteria and flag anomalies for further review.
• Prepare for the first interview to create the right impression and secure candidate commitment.
• Use data collected across the evaluation stages to make a confident, well-supported selection decision.

Module 1: The Cost of a Bad Hire, and the Process That Prevents It

• Recruitment vs. selection, and the stages of the recruitment process.
• Roles and responsibilities at each stage, and managing relationships with other HR departments.
• Defining job content using desired core competencies, and designing the job description.
• Person specifications and building a candidate profile.

Module 2: Building a Strong Candidate Pipeline

• Sources for attracting candidates: referrals, internal candidates, job ads, the internet, recruitment agencies and job fairs.
• Pros and cons of each channel.
• Tangible vs. intangible screening criteria, and the steps for building a qualified shortlist.
• Using assessment centers, resumes and applications, and verifying online applications.

Module 3: The Interview Room — Techniques That Reveal the Real Candidate

• Screening and personal interviews; sequential vs. concurrent interviews; virtual interviews.
• Panel interviews (pros and cons) and competency-based interviews.
• Interview guidelines, and organizing data objectively vs. subjectively.
• Legal issues, fairness, and building the final candidate profile.

Module 4: Making the Final Call

• Selection criteria and using decision matrices in the selection process.
• Using competency variance analysis to compare candidates.
• Building a database for sources and candidates, and the importance of data tracking.
• Paper vs. electronic files, and human resource management systems (HRMS).

Module 5: Recruitment in the Digital Age

• Using applicant tracking systems (ATS) and data analysis in candidate selection.
• Benefits of digital platforms for job advertisements.
• How artificial intelligence is used in the selection process, and common AI tools and techniques in recruitment.
• Analyzing the effectiveness of using AI in selection.