Overall Learning Objectives
- Understanding the organisation’s specific Selection Process, including Merit Selection
- Planning the Selection Process ‒ including values, team and cultural fit
- Short listing applicants including resume as an application, Targeted Questions and written claims against the Focus and other Capabilities in the NSW Public Sector Capability Framework (NOTE: the program can be adapted to almost any organisation’s Capability Framework)
- Conducting behavioural interviews
- Reference checking
- Providing feedback to unsuccessful applicants
- Evidence for Report Writing
What the Course Covers
Understanding the specific selection process as appropriate for the organisation (NSW Government)
- How to use the NSW Capability Framework (or other Capability Framework) in the process
- How a best practice process works
- Merit selection overview
- Best practice checklist before advertising or short-listing
- Difference between temporary versus ongoing employment and the difference comparative assessments / suitability assessments etc.
- How to address the Focus Capabilities and the role description
Planning the Selection Process
- Consideration of team, values, cultural and behavioural fit and how to integrate this into the process
- How to make it a positive ‘human’ experience for candidates
- Rules around Panel members (independent, female/male etc) and identifying conflicts of interest
- Designing the assessment stage. Including assessment tools (interview, psychometric assessments, work sample, scenarios, role plays etc.) based on the focus capabilities
Short-listing applicants including resume as an application and written answers to the Targeted Questions
- How to determine if they meet the focus capabilities.
- What to look for and how to correctly interpret and shortlist from a resume
- How to shortlist from the answers to the Targeted Questions
- Anti-discrimination procedures including EEO and disabilities
- Rules of evidence and results
Conducting Behavioural Interviews
- How to conduct an effective behavioural interview
- Rules of evidence
- How to reduce candidates’ anxiety
- Making the experience as positive an experience as possible
- Questions to ask and types of questions to use
- Questioning technique
- Questions to avoid (practical, legal and ethical considerations)
- Prompting – when and how to
- Clarifying understanding – listening and questioning skills
- Interviewing candidates – practical activity, practice and feedback
- First impressions and perceptions: how to avoid the ‘halo effect’ and its counterpart
Reference checking
- How to do it effectively
Providing feedback to unsuccessful applicants
- Feedback techniques, respectful communication and not taking it personally
Evidence for Report Writing
- Completing a strong recommendation report
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