Employee Recruitment

Sample

Corporate Training Materials

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TABLE OF CONTENTS
Preface ..............................................................................................................................................3
What is Courseware? ................................................................................................................................ 3
How Do I Customize My Course? .............................................................................................................. 3
Materials Required ................................................................................................................................... 4
Maximizing Your Training Power.............................................................................................................. 5
Icebreakers ........................................................................................................................................6
Icebreaker: Friends Indeed........................................................................................................................ 7
Training Manual Sample.....................................................................................................................8
Sample Module: Introduction to Recruitment .......................................................................................... 9
Instructor Guide Sample................................................................................................................... 17
Sample Module: Introduction to Recruitment ........................................................................................ 18
Activities ......................................................................................................................................... 27
Quick Reference Sheets.................................................................................................................... 31
Certificate of Completion ................................................................................................................. 33

PowerPoint Sample.......................................................................................................................... 35
Full Course Table of Contents ........................................................................................................... 41

Preface
What is Courseware?
Welcome to Corporate Training Materials, a completely new training
experience!
Our courseware packages offer you top-quality training materials that
are customizable, user-friendly, educational, and fun. We provide your
materials, materials for the student, PowerPoint slides, and a takehome reference sheet for the student. You simply need to prepare and
train!
Best of all, our courseware packages are created in Microsoft Office and can be opened using any
version of Word and PowerPoint. (Most other word processing and presentation programs support
these formats, too.) This means that you can customize the content, add your logo, change the color
scheme, and easily print and e-mail training materials.

How Do I Customize My Course?

Customizing your course is easy. To edit text, just click and type as you would with any document. This is
particularly convenient if you want to add customized statistics for your region, special examples for
your participants industry, or additional information. You can, of course, also use all of your word
processors other features, including text formatting and editing tools (such as cutting and pasting).
To remove modules, simply select the text and press Delete on your keyboard. Then, navigate to the
Table of Contents, right-click, and click Update Field. You may see a dialog box; if so, click Update entire
table and press OK.

(You will also want to perform this step if you add modules or move them around.)
If you want to change the way text looks, you can format any piece of text any way you want. However,
to make it easy, we have used styles so that you can update all the text at once.
If you are using Word 97 to 2003, start by clicking the Format menu followed by Styles and Formatting.
In Word 2007 and 2010 under the Home tab, right-click on your chosen style and click Modify. That will
then produce the Modify Style options window where you can set your preferred style options.

For example, if we wanted to change our Heading 1 style, used for Module Titles, this is what we would
do:

Now, we can change our formatting and it will apply to all the headings in the document.
For more information on making Word work for you, please refer to Word 2007 or 2010 Essentials by
Corporate Training Materials.

Materials Required
All of our courses use flip chart paper and markers extensively. (If you prefer, you can use a whiteboard
or chalkboard instead.)
We recommend that each participant have a copy of the Training Manual, and that you review each
module before training to ensure you have any special materials required. Worksheets and handouts are
included within a separate activities folder and can be reproduced and used where indicated. If you
would like to save paper, these worksheets are easily transferrable to a flip chart paper format, instead
of having individual worksheets.

We recommend these additional materials for all workshops:

Laptop with projector, for PowerPoint slides

Quick Reference Sheets for students to take home

Timer or watch (separate from your laptop)

Masking tape

Blank paper

Maximizing Your Training Power

We have just one more thing for you before you get started. Our company is built for trainers, by
trainers, so we thought we would share some of our tips with you, to help you create an engaging,
unforgettable experience for your participants.

Make it customized. By tailoring each course to your participants, you will find that your results
will increase a thousand-fold.
o

Use examples, case studies, and stories that are relevant to the group.

Identify whether your participants are strangers or whether they work together. Tailor
your approach appropriately.

Different people learn in different ways, so use different types of activities to balance it
all out. (For example, some people learn by reading, while others learn by talking about
it, while still others need a hands-on approach. For more information, we suggest
Experiential Learning by David Kolb.)

Make it fun and interactive. Most people do not enjoy sitting and listening to someone else talk
for hours at a time. Make use of the tips in this book and your own experience to keep your
participants engaged. Mix up the activities to include individual work, small group work, large
group discussions, and mini-lectures.

Make it relevant. Participants are much more receptive to learning if they understand why they
are learning it and how they can apply it in their daily lives. Most importantly, they want to
know how it will benefit them and make their lives easier. Take every opportunity to tie what
you are teaching back to real life.

Keep an open mind. Many trainers find that they learn something each time they teach a
workshop. If you go into a training session with that attitude, you will find that there can be an
amazing two-way flow of information between the trainer and trainees. Enjoy it, learn from it,
and make the most of it in your workshops.

And now, time for the training!

Icebreakers
Each course is provided with a wide range of interactive Icebreakers. The trainer can utilize an
Icebreaker to help facilitate the beginning of the course, as it helps break the ice with the
participants. If the participants are new to each other, an icebreaker is a great way to introduce
everyone to each other. If the participants all know each other it can still help loosen up the
room and begin the training session on positive note. Below you will see one of the icebreakers
that can be utilized from the Icebreakers folder.

Icebreaker: Friends Indeed

Purpose
Have the participants moving around and help to make introductions to each other.
Materials Required

Name card for each person

Markers

Preparation
Have participants fill out their name card. Then, ask participants to stand in a circle, shoulder to
shoulder. They should place their name card at their feet. Then they can take a step back. You
as the facilitator should take the place in the center of the circle.
Activity
Explain that there is one less place than people in the group, as you are in the middle and will
be participating. You will call out a statement that applies to you, and anyone to whom that
statement applies must find another place in the circle.
Examples:

Friends who have cats at home

Friends who are wearing blue
Friends who dont like ice cream

The odd person out must stand in the center and make a statement.
The rules:

You cannot move immediately to your left or right, or back to your place.
Lets be adults: no kicking, punching, body-checking, etc.

Play a few rounds until everyone has had a chance to move around.

Training Manual Sample

On the following pages is a sample module from our Training Manual. Each of our courses
contains twelve modules with three to five lessons per module. It is in the same format and
contains the same material as the Instructor Guide, which is then shown after the Training
Manual sample, but does not contain the Lesson Plans box which assists the trainer during
facilitation.
The Training Manual can be easily updated, edited, or customized to add your business name
and company logo or that of your clients. It provides each participant with a copy of the
material where they can follow along with the instructor.

The employer generally gets the

employees he deserves.
Walter Gilbey
Sample Module: Introduction to Recruitment
Many companies simply wait for talent to come to them.
Simply advertising an open position and hoping that you find
the right talent does not guarantee that you will find the best
people for the jobs in your organization. Actively seeking out
qualified candidates is the best way to ensure that you find the
talent that you need. Recruitment is essential to the success of
your business.

What is Recruitment?
Recruitment is a process that involves actively seeking, finding, and attracting new
employees. There are two sources for recruitment: internal candidates and
external candidates. It should occur on a continuous basis as to fill any gaps that
may occur unexpectedly. There are three needs that recruitment can help
companies meet.
Needs:

Unexpected vacancies: Death, illness, accidents, and family emergencies can leave unexpected
vacancies. Constant recruiting will help find qualified candidates quickly and prevent companies
from hiring out of necessity.

Anticipated vacancies: Changes due to trends and internal promotions allow employers to
anticipate what positions will soon become available.

Deliberate changes: Restructuring and organizational changes will alter jobs and company
needs. Consistent recruitment allows companies to fill their needs quickly and easily.

Challenges and Trends

When recruiting, it is important to stay aware of the current challenges and trends
that companies face. The recent economic changes have created new trends and
challenges for employee recruitment.
Trends:

Companies are hiring more employees since the recession began.

Small and medium-sized companies are responsible for much of this hiring.

More companies are focusing on retaining the talent that they recruit.

Social media is becoming a standard method for recruiting new employees.

Challenges:

Reaching the different age groups: Fewer people are retiring as Generation Y enters the job
market.

Differentiating between talent and experience: There are many overqualified candidates who
should not be overlooked. Find the best fit for your company culture.

Position changes: The recession required many companies to combine tasks from two jobs into
one, and finding employees who can fulfill these new roles can be difficult.

Sourcing Candidates
Sourcing candidates is finding the best candidates for a position. This is a bit more
complicated than it seems. It is important to use every tool at your disposal in order
to source the best candidates for your company.
Tips:

Determine the skills and responsibilities of each position before sourcing.

Do not assume that a person who does not list every skill set on a resume lacks them. Resumes
are overviews, and do not always allow candidates to briefly list every skill set.

Combine electronic searches, job boards, social networking, referrals, and direct contacts to find
the best source candidates.

Search all resumes, not just the most current ones.

Speak to at least 10 candidates before conducting interviews.

Requirements
The job requirements need to be established before recruiting. Requirements help
determine the type of talent that you need along with the knowledge and skill sets
necessary to do a job well.
Example:

Knowledge: Education necessary to meet the requirements, such as a high

school diploma or bachelors degree.

Skill sets: Experience and training transform basic knowledge into useful skills such as typing,
speaking, or sales.

Talent: People have natural talents that help build teams. Some are good at relationships, some
are practical, some are innovative, and some are visionaries. Determine which talents an
employee should have before creating a job requirement.

Case Study
A local magazine had a loyal staff. Most employees worked for the magazine for 10
years or more. There were hardly ever any openings. After 25 years in business,
staff members began to retire. In under a year, 35 percent of the employees left.
The company needed to fill certain positions immediately, and believed that
qualified people would come in begging for positions. The magazine experienced
unprecedented turnover that year. Half of the new hires were the wrong fit and
quickly moved on. The right employees were eventually identified after a recruitment strategy was put
in place.

Sample Module: Review Questions

1. What is not a need that recruitment meets?
a)
b)
c)
d)

Deliberate changes
Unexpected vacancies
Anticipated vacancies
Training issues

2. Recruitment should be _______?

a)
b)
c)
d)

Done as needed
Consistent
Each year
Each quarter

3. What has made finding people with the right skill sets for positions difficult?
a)
b)
c)
d)

Position changes
Lack of experienced candidates
Poor job description
Lack of education

4. What is trending as a standard recruitment method?

a)
b)
c)
d)

Job boards
Referrals
Social media
Pipelines

5. When should the necessary skills and responsibilities for a position be determined?
a)
b)
c)
d)

Before hiring
Before sourcing
Before making an offer
After interviewing

6. Search ______ resumes when sourcing.

a)
b)
c)
d)

Current
All
30 day old
6 month old

7. A bachelors degree would fall under _______.

a)
b)
c)
d)

Knowledge
Skill set
Description
Talent

8. The ability to type is part of a _______.

a)
b)
c)
d)

Knowledge
Skill set
Description
Talent

9. What percentage of people left in a single year in the Case Study?

a)
b)
c)
d)

25 percent
20 percent
35 percent
50 percent

10. What was the turnover after hiring new employees in the Case Study?
a)
b)
c)
d)

50 percent
20 percent
35 percent
25 percent

Instructor Guide Sample

On the following pages is a sample module from our Instructor Guide. It provides the instructor
with a copy of the material and a Lesson Plans box. Each Instructor Guide and Training Manual
mirrors each other in terms of the content. They differ in that the Instructor Guide is
customized towards the trainer, and Training Manual is customized for the participant.
The key benefit for the trainer is the Lesson Plan box. It provides a standardized set of tools to
assist the instructor train that particular lesson. The Lesson Plan box gives an estimated time to
complete the lesson, any materials that are needed for the lesson, recommended activities, and
additional points to assist in delivering the lessons such as Stories to Share and Delivery Tips.

The employer generally gets the

employees he deserves.
Walter Gilbey
Sample Module: Introduction to Recruitment
Many companies simply wait for talent to come to them.
Simply advertising an open position and hoping that you find
the right talent does not guarantee that you will find the best
people for the jobs in your organization. Actively seeking out
qualified candidates is the best way to ensure that you find the
talent that you need. Recruitment is essential to the success of
your business.

What is Recruitment?
Estimated Time

10 minutes

Topic Objective

Explain recruitment.
Recruitment

Topic Summary

Discuss recruitment.

Materials Required

Flipchart/Marker

Planning Checklist

None

Recommended Activity

Discuss the problems that occur when companies do not actively recruit top
talent and list these on the flip chart. For example, you can list hiring less
qualified people in desperation to fill gaps.

Stories to Share

Share any personal stories about a company that had trouble finding and
retaining the right employees.

Delivery Tips

Encourage everyone to participate.

Review Questions

What are the two sources for recruitment?

Recruitment is a process that involves actively seeking, finding, and attracting new
employees. There are two sources for recruitment: internal candidates and
external candidates. It should occur on a continuous basis as to fill any gaps that
may occur unexpectedly. There are three needs that recruitment can help
companies meet.
Needs:

Unexpected vacancies: Death, illness, accidents, and family emergencies can leave unexpected
vacancies. Constant recruiting will help find qualified candidates quickly and prevent companies
from hiring out of necessity.

Anticipated vacancies: Changes due to trends and internal promotions allow employers to
anticipate what positions will soon become available.

Deliberate changes: Restructuring and organizational changes will alter jobs and company
needs. Consistent recruitment allows companies to fill their needs quickly and easily.

Challenges and Trends

Estimated Time

10 minutes

Topic Objective

Explore recruiting challenges and trends.

Topic Summary

Challenges and Trends

Consider ways to address recruiting challenges.

Materials Required

Worksheet: Challenges

Planning Checklist

None

Recommended Activity

Complete the worksheet individually, and meet in a small group to discuss

your ideas. Review as a large group.

Stories to Share

Make sure that you remind participants that they need to communicate to
people on an individual level. Social networking and ads are not enough to
draw out the best candidates.

Delivery Tips

You may skip the small group discussion to save time.

Review Questions

What is a current recruiting trend?

When recruiting, it is important to stay aware of the current challenges and trends
that companies face. The recent economic changes have created new trends and
challenges for employee recruitment.
Trends:

Companies are hiring more employees since the recession began.

Small and medium-sized companies are responsible for much of this hiring.
More companies are focusing on retaining the talent that they recruit.
Social media is becoming a standard method for recruiting new employees.

Challenges:

Reaching the different age groups: Fewer people are retiring as Generation Y enters the job
market.
Differentiating between talent and experience: There are many overqualified candidates who
should not be overlooked. Find the best fit for your company culture.
Position changes: The recession required many companies to combine tasks from two jobs into
one, and finding employees who can fulfill these new roles can be difficult.

Sourcing Candidates
Estimated Time

10 minutes

Topic Objective

Explore sourcing.

Topic Summary

Sourcing Candidates
Outline ways to source candidates.

Materials Required

Worksheet: Sourcing

Planning Checklist

None

Recommended Activity

Complete the worksheet individually. Discuss your answers with the rest of
the group.

Stories to Share

Share any sourcing tips that you have found to be successful.

Delivery Tips

You may choose to implement a small group discussion.

Review Questions

What tools should you use to source candidates?

Sourcing candidates is finding the best candidates for a position. This is a bit more
complicated than it seems. It is important to use every tool at your disposal in order
to source the best candidates for your company.
Tips:

Determine the skills and responsibilities of each position before sourcing.

Do not assume that a person who does not list every skill set on a resume lacks them. Resumes
are overviews, and do not always allow candidates to briefly list every skill set.

Combine electronic searches, job boards, social networking, referrals, and direct contacts to find
the best source candidates.

Search all resumes, not just the most current ones.

Speak to at least 10 candidates before conducting interviews.

Requirements
Estimated Time

10 minutes

Topic Objective

Outline requirements
Requirements

Topic Summary

Understand what requirements are necessary to determine before

recruiting.

Materials Required

Worksheet: Requirements

Planning Checklist

None

Recommended Activity

Complete the exercise individually. Review the concept as a class.

Stories to Share

Explain why identifying requirements is necessary for recruitment.

Delivery Tips

You may choose to have a small group discussion after the exercise.

Review Questions

What do requirements help determine?

The job requirements need to be established before recruiting. Requirements help

determine the type of talent that you need along with the knowledge and skill sets
necessary to do a job well.
Example:

Knowledge: Education necessary to meet the requirements, such as a high

school diploma or bachelors degree.

Skill sets: Experience and training transform basic knowledge into useful skills such as typing,
speaking, or sales.

Talent: People have natural talents that help build teams. Some are good at relationships, some
are practical, some are innovative, and some are visionaries. Determine which talents an
employee should have before creating a job requirement.

Case Study
Estimated Time

10 minutes

Topic Objective

Outline the case study.

Topic Summary

Case Study
Discuss turnover and anxiety.

Materials Required

None

Planning Checklist

None

Recommended Activity

Discuss the results of the case study. Why didnt the company have a
recruitment strategy in place?

Stories to Share

Share any relevant personal stories.

Delivery Tips

Encourage everyone to participate.

Review Questions

What happened after employees began to retire?

A local magazine had a loyal staff. Most employees worked for the magazine for 10
years or more. There were hardly ever any openings. After 25 years in business,
staff members began to retire. In under a year, 35 percent of the employees left.
The company needed to fill certain positions immediately, and believed that
qualified people would come in begging for positions. The magazine experienced
unprecedented turnover that year. Half of the new hires were the wrong fit and
quickly moved on. The right employees were eventually identified after a recruitment strategy was put
in place.

Sample Module: Review Questions

1. What is not a need that recruitment meets?
a)
b)
c)
d)

Deliberate changes
Unexpected vacancies
Anticipated vacancies
Training issues

Training is separate from recruitment. The other answers help meet company needs.
2. Recruitment should be _______?
a)
b)
c)
d)

Done as needed
Consistent
Each year
Each quarter

Recruitment should be done consistently. This helps keep the talent pool strong in case of
unexpected vacancies.
3. What has made finding people with the right skill sets for positions difficult?
a)
b)
c)
d)

Position changes
Lack of experienced candidates
Poor job description
Lack of education

Employers have combined the responsibilities of different positions. This makes it difficult to
find experienced candidates with the right skill sets.
4. What is trending as a standard recruitment method?
a)
b)
c)
d)

Job boards
Referrals
Social media
Pipelines

All of the answers can be used to recruit candidates. Social media is a current trend.

5. When should the necessary skills and responsibilities for a position be determined?
a)
b)
c)
d)

Before hiring
Before sourcing
Before making an offer
After interviewing

Job skills should be determined before sourcing candidates. This will make it easier to find the
best candidates for the position.
6. Search ______ resumes when sourcing.
a)
b)
c)
d)

Current
All
30 day old
6 month old

Search all resumes when sourcing. Do not limit yourself to current ones.
7. A bachelors degree would fall under _______.
a)
b)
c)
d)

Knowledge
Skill set
Description
Talent

Education is an example of the knowledge required to do a job. It should be in the list of

requirements.
8. The ability to type is part of a _______.
a)
b)
c)
d)

Knowledge
Skill set
Description
Talent

A skill set is different than knowledge. It requires training and experience.

9. What percentage of people left in a single year in the Case Study?

a)
b)
c)
d)

25 percent
20 percent
35 percent
50 percent

The company employees stayed so long that many retired at the same time. That year, 35
percent left.
10. What was the turnover after hiring new employees in the Case Study?
a)
b)
c)
d)

50 percent
20 percent
35 percent
25 percent

The turnover increased to 50 percent that year. There was no active recruitment strategy, so the
wrong candidates were hired out of desperation.

Activities
During the facilitation of a lesson Worksheet or Handout may be utilized to help present the
material. If a lesson calls for a Worksheet or Handout it will be listed in the Lesson Plan box
under Materials Required. The trainer can then utilize the Activities folder for the
corresponding material and then provide it to the participants. They are all on separate Word
documents, and are easily edited and customized.
Below you will see the Worksheets or Handouts that are utilized during the training of the
above lesson. They are located in the Activities folder and can be easily printed and edited for
the participants.

Sample Worksheet: Challenges

Brainstorm ways to handle recruitment challenges.
Generational Challenges:
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Position Changes:
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Talent and Experience:
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Sample Worksheet: Sourcing

How would your source for your position? Write down a strategy. Remember that you can source
internal and external candidates.

_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Sample Worksheet: Requirements

Make a list of requirements for a personal assistant.
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________

Quick Reference Sheets

Below is an example of our Quick reference Sheets. They are used to provide the participants
with a quick way to reference the material after the course has been completed. They can be
customized by the trainer to provide the material deemed the most important. They are a way
the participants can look back and reference the material at a later date.
They are also very useful as a take-away from the workshop when branded. When a participant
leaves with a Quick Reference Sheet it provides a great way to promote future business.

Employee Recruitment
Testing

Outlining the Offer

Testing can be a
valuable tool in the
selection process.
Companies need to be
careful, however, to
make sure that the
tests do not violate ADA or EEOC
regulations. It is wise to research the test
to make sure it is reliable and valid, and
consult a lawyer before implementing any
testing method.

When you make an offer, it is important to

outline everything. You can communicate
your offer in person or over the phone, but
you should also create an offer letter that
outlines everything in writing.

Examples of Tests:

Physical tests

Psychological tests

Cognitive tests

Personality tests

English proficiency

What to include:

Base salary

Additional income such as bonuses or commissions

Health benefits

Vacation time

Stocks/401K

Non-compete

Paid expenses

Phone Interviews
Phone interviews are commonplace. Location is not a barrier with phone interviews. Often,
phone interviews are the first step in the interview process. These interviews are used to
gather basic information before proceeding. When conducting a phone interview, treat it
as a face-to-face interview.
Types of Questions:

Job history: Ask about skills and past jobs. Discover why a job was left.
Salary: Discover the salary expectations and how they compare to current earnings.
Travel and relocation: Is the candidate willing to do either if necessary.
Goals: Find out if the candidates goals match the organizations.
Strengths and weaknesses: Find out about the candidate.
Start date: Find out when he or she can begin.

Corporate Training Materials

www.corporatetrainingmaterials.com

Certificate of Completion
Every course comes with a Certificate of Completion where the participants can be recognized
for completing the course. It provides a record of their attendance and to be recognized for
their participation in the workshop.

CERTIFICATE OF COMPLETION
[Name]
Has mastered the course
Employee Recruitment
Awarded this _______ day of __________, 20___

Presenter Name and Title

PowerPoint Sample
Below you will find the PowerPoint sample. The slides are based on and created from the
Training Manual. PowerPoint slides are a great tool to use during the facilitation of the
material; they help to focus on the important points of information presented during the
training.

Full Course Table of Contents

Preface ..............................................................................................................................................6
What is Courseware? ................................................................................................................................ 6
How Do I Customize My Course? .............................................................................................................. 6
Materials Required ................................................................................................................................... 8
Maximizing Your Training Power.............................................................................................................. 8
Module One: Getting Started ...........................................................................................................10
Housekeeping Items................................................................................................................................ 10
The Parking Lot ....................................................................................................................................... 11
Workshop Objectives .............................................................................................................................. 11
Pre-Assignment Review .......................................................................................................................... 12
Action Plans and Evaluation Forms ........................................................................................................ 12
Module Two: Introduction to Recruitment........................................................................................14
What is Recruitment? ............................................................................................................................. 14
Challenges and Trends ............................................................................................................................ 15
Sourcing Candidates ............................................................................................................................... 16
Requirements .......................................................................................................................................... 17
Case Study............................................................................................................................................... 18
Module Two: Review Questions.............................................................................................................. 20
Module Three: The Selection Process ...............................................................................................23
Job Analysis and Descriptions ................................................................................................................. 23
The Approach .......................................................................................................................................... 24
The Recruitment Interview ..................................................................................................................... 26
Testing .................................................................................................................................................... 26
Case Study............................................................................................................................................... 27
Module Three: Review Questions ........................................................................................................... 29

Module Four: Goal Setting ...............................................................................................................32

Using the G.R.O.W. Model ...................................................................................................................... 32
Identifying Goal Areas ............................................................................................................................ 33
Setting SMART Goals .............................................................................................................................. 34
Using a Productivity Journal ................................................................................................................... 35
Case Study............................................................................................................................................... 36
Module Four: Review Questions ............................................................................................................. 37
Module Five: The Interview ..............................................................................................................40
Phone Interviews .................................................................................................................................... 40
Traditional Interviews ............................................................................................................................. 41
Situational Interviews ............................................................................................................................. 42
Stress Interviews ..................................................................................................................................... 43
Case Study............................................................................................................................................... 44
Module Five: Review Questions .............................................................................................................. 46
Module Six: Types of Interview Questions ........................................................................................49
Direct Questions...................................................................................................................................... 49
Non-Direct Questions.............................................................................................................................. 50
Hypothetical or Situational Questions .................................................................................................... 51
Behavioral Descriptive Questions ........................................................................................................... 52
Case Study............................................................................................................................................... 53
Module Six: Review Questions ................................................................................................................ 54
Module Seven: Avoiding Bias in Your Selection .................................................................................57
Expectancy Effect .................................................................................................................................... 57
Primacy Effect ......................................................................................................................................... 58
Obtaining Bias Information .................................................................................................................... 59
Stereotyping............................................................................................................................................ 60

Case Study............................................................................................................................................... 61
Module Seven: Review Questions ........................................................................................................... 62
Module Eight: The Background Check ...............................................................................................65
Preparation ............................................................................................................................................. 65
Data Collection ....................................................................................................................................... 66
Illegal Questions ..................................................................................................................................... 67
Being Thorough without Being Pushy..................................................................................................... 68
Case Study............................................................................................................................................... 69
Module Eight: Review Questions ............................................................................................................ 70
Module Nine: Making Your Offer ......................................................................................................73
Outlining the Offer .................................................................................................................................. 73
Negotiation Techniques .......................................................................................................................... 74
Dealing with Difficult Issues.................................................................................................................... 75
Sealing the Deal ...................................................................................................................................... 76
Case Study............................................................................................................................................... 77
Module Nine: Review Questions ............................................................................................................. 78
Module Ten: Orientation and Retention ...........................................................................................81
Getting off on the Right Track ................................................................................................................ 81
Your Orientation Program ...................................................................................................................... 82
The Checklist ........................................................................................................................................... 83
Following Up ........................................................................................................................................... 84
Case Study............................................................................................................................................... 85
Module Ten: Review Questions .............................................................................................................. 87
Module Eleven: Measuring the Results .............................................................................................90
Cost Breakdown ...................................................................................................................................... 90
Employee Quality .................................................................................................................................... 91

Recruiter Effectiveness............................................................................................................................ 92
Fine Tuning ............................................................................................................................................. 93
Case Study............................................................................................................................................... 93
Module Eleven: Review Questions .......................................................................................................... 95
Module Twelve: Wrapping Up ..........................................................................................................98
Words from the Wise .............................................................................................................................. 98
Review of Parking Lot ............................................................................................................................. 98
Lessons Learned ...................................................................................................................................... 99
Completion of Action Plans and Evaluations .......................................................................................... 99