A hiring decision that looks fine on the day of the interview can turn into a performance problem six months later — and by then, the cost of getting it wrong has already multiplied. Recruitment and performance management are usually run as two separate systems, even though the quality of one drives the outcomes of the other.

Arab British Fellowship Training Academy built this programme, "Recruitment Interviews and Performance Management", to connect the two. Participants work through job analysis, candidate attraction, structured interview design, and selection decisions, then carry that same rigor into setting objectives, tracking performance, giving feedback, and managing talent over the long term — so recruitment standards and performance outcomes reinforce each other instead of working in isolation.

Who Should Attend?

• HR managers and professionals responsible for recruitment and employee performance.
• Recruitment specialists and interviewers involved in candidate assessment.
• Line managers and supervisors who select staff and track their performance.
• Talent management and workforce planning professionals.

Knowledge and Benefits:

After completing the programme, participants will be able to:

• Connect recruitment standards to actual job and performance requirements.
• Design and run structured, consistent interviews and defend selection decisions with evidence.
• Identify technical and behavioral competencies and link them to performance levels.
• Build and manage a performance system covering objectives, monitoring, feedback, and improvement.

Module 1: Why Recruitment Quality Drives Performance

• The relationship between recruitment quality and employee performance outcomes.
• Setting performance expectations from the first day of employment.
• The line manager's role in supporting integration and role clarity.

Module 2: Planning Talent Needs

• Principles of talent acquisition and workforce planning, current and future.
• Aligning recruitment plans with strategic and operational objectives.
• Job analysis, core responsibilities, and preparing job descriptions and specifications.

Module 3: Attracting and Managing Candidates

• Internal and external channels for attracting qualified and hard-to-find talent.
• Building an attractive employment proposition and improving candidate experience.
• Organizing candidate information, screening CVs, and managing communication throughout selection.

Module 4: Designing a Structured Interview System

• Stages of building a consistent interview system, objectives, and assessment criteria.
• Preparing interview forms and assessment documentation.
• Designing technical, behavioral, and competency-based questions, sequenced by job requirements.

Module 5: Conducting Interviews and Deciding

• Managing the interview opening, questioning techniques, and active listening.
• Keeping time and consistency across candidates.
• Evaluating responses against job-related standards, documenting results, and avoiding common biases.

Module 6: Performance Management Fundamentals

• Principles and components of performance management, and the full review cycle.
• Management and employee responsibilities in monitoring performance.
• Setting measurable objectives and choosing the right key performance indicators.

Module 7: Monitoring, Feedback, and Improvement

• Methods for monitoring performance and analyzing results against targets.
• Delivering constructive feedback and managing structured review meetings.
• Identifying causes of underperformance and building improvement plans.

Module 8: Developing and Retaining Talent

• Connecting development needs, training, and coaching to performance results.
• Designing career paths and identifying employees with critical competencies.
• Integrating recruitment, interview, and performance data into one sustainable talent framework.