Course of Excellence and Efficiency in Conducting Interviews, Talent Acquisition, Selection, and Performance Management

Introduction to Talent Acquisition

• Identifying real job needs.

• Writing attractive and precise job advertisements.

• Selecting appropriate channels to attract candidates.

Employer Branding

• Concept of organizational attractiveness for job seekers.

• Role of corporate culture in attracting talent.

• Building a professional reputation in the job market.

Application and Resume Screening Techniques

• Effective initial screening criteria.

• Competency indicators in resumes.

• Avoiding personal biases during evaluation.

Designing Job Interviews

• Difference between structured and unstructured interviews.

• Preparing questions based on competencies.

• Identifying components of a successful interview.

Conducting Interviews Efficiently

• Listening skills and reading body language.

• Techniques to initiate conversation and ease tension.

• Guiding questions and analyzing responses in depth.

Candidate Evaluation Post-Interview

• Using standardized evaluation forms.

• Comparing performance based on unified indicators.

• Making hiring decisions based on objective data.

Selection and Hiring

• Post-interview stages: communication and negotiation.

• Legal and procedural considerations in hiring.

• Ensuring candidate alignment with the work environment.

Employee Onboarding

• Importance of the first day in fostering belonging.

• Onboarding plan for new employees.

• Monitoring employee integration during the first weeks.

Principles of Performance Management

• Defining performance and identifying its dimensions.

• Difference between evaluation and continuous follow-up.

• Importance of constructive feedback.

Individual Performance Measurement Tools

• Building role-related Key Performance Indicators (KPIs).

• Linking individual goals to organizational objectives.

• Reviewing performance at defined intervals.

Improving Employee Performance

• Strategies for developing underperforming employees.

• Role of training and development in enhancing competence.

• Designing individual performance improvement plans.