How Can We Create an Effective Training Program for Hiring Managers Together?

Dear Folks, Hiring is not an easy job, but you can make it easier by putting together a few simple things that you always do but may have never organized before, in accordance with your Hiring Manager.

Seeking Ideas for a Training Program

Friends, I am seeking your ideas and help to create a training program for Hiring Managers/Authorities. The purpose of this is to help them hire the best candidates and establish a structured assessment process and practices.

Please feel free to share any links, information, PowerPoint presentations, consultant details, URLs, programs, etc. Thank you.

Regards,

First, please define or decide within one or two sentences what you want the managers to know at the end of the workshop. When defining the content and formats, please gather inputs from your line managers to ensure better buy-in. Once you have the above, you will be in a better position to run the program. If you would like, let me know, and I can facilitate the program for you as I am a trainer who also designs the content.

Regards,
Ryan

You have raised the post; however, you have not given basic information like the nature of your industry, the total manpower, how many hirings are made per annum, and what qualifications are required to become a "hiring manager."

Manpower Requirement and Recruitment Department

Is your manpower requirement so high that it merits the creation of a separate post of "Hiring Manager"? How big is your recruitment department?

Recruitment Analysis

Have you done recruitment analysis? For which department is recruitment done most? Whichever department that is, has your "Hiring Manager" worked there for a few days/weeks to understand its intricacies?

Cost of a Wrong Hire

Have you calculated the cost of a wrong hire? If yes, then on what parameters? What is the percentage loss against revenue? How many percent were wrong hires out of the total hired in the last FY?

Assessing Recruitment Quality

How do you assess the quality of your recruitment? When do you assess it?

Performance Management System (PMS)

Do you have a well-designed Performance Management System (PMS) in your company? If yes, do you recruit based on performance measures?

Training on Behavioral Interviewing

Have you trained your recruitment staff on "Behavioral Interviewing"? If yes, then who trained them? How effective was the training?

Interview Records and Performance Comparison

How do you maintain interview records? Are these records compared with the employee's performance, especially in cases of wrong hires?

There are many questions. Suggestions can only be given after receiving sufficient information.

All the best!

Regards,
Dinesh V Divekar
Management Training Consultant

I'd like to highlight here that the person is requesting support in preparing an Induction program "intending to ease new joiners into the system." The points/suggestions mentioned by you are not even close to explaining what is included in an Induction program.

- Basic nature is okay.
- Total manpower - how does it matter? Even if there are 30 people in an organization, what's the harm in giving them a proper induction?
- Hiring per annum - again, that does not matter.
- Department, quality of recruitment, calculation of the cost of wrong hire - how does it matter while giving induction (even a fresher, 12th pass employee should be inducted).
- PMS? Again, not related.

I would request you not to confuse people asking polite questions. I acknowledge that the knowledge you possess is amazing, but let's use it in the best way. Apologies if the reply hurts.

Regards

Dear Kanika, you are free to express your views. Nevertheless, let me apprise you that while designing any training program, background information is necessary. I do not conduct any training program with superficial information. Extensive pre-training assessment is necessary. Facts and figures should be quoted in any training. Hence, these questions.

Secondly, whenever any training is conducted, it should aim at decreasing some expenditure. Hence, the questions on the cost of a wrong hire. Any training that does not aim at reducing operational expenditure goes to waste.

I request you to read the post clearly. The post says, "Friends, Seeking your ideas and help to prepare a training program for Hiring Manager/Authority. Intend of this is to ease them to hire the best and put in place a structured assessment process and practices."

The training program is for Hiring Manager/Authority. The poster wanted to enhance their skills so that they can hire the best manpower. It is not about induction training.

Hope this clarifies why I had given my past post.

Thanks,

Dinesh Divekar

Would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and the background of my industry and exposure. I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost-effective centralized model. The major function of my organization is sales, and we have a presence across India, predominantly in the southern part.

All have undergone several behavioral training programs but are not sure about behavioral interviewing and hold a responsible position to manage the regional business/profit centers. Attrition is always high in BFSI; however, we are quite stable and in a better position compared to the competition.

Points to Consider for Training Module

These are the points that strike me when I think about preparing a training module, beyond which I seek your support and advice.

1. Would like to train all my regional and corporate hiring managers about the right hire.
2. Various Techniques/Methods of selection – Traditional and Modern
3. Various assessment processes
4. Decision Making
5. Interviewing skills
6. Risk inclined
7. Process and policy
8. Peer concurrence
9. Thumb rules/Philosophy
10. Laws and theory
11. Case Study
12. Short Ability/Competency test for Hiring Managers
13. Communication/Feedback/Approach
14. Leadership
15. Attitude and Courage
16. Networking skills

Regards.

Dear Folks,

I would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and the background of my industry and exposure. I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating at a very cost-effective centralized model. The major function of my organization is sales, and we have a presence across India, predominantly in the southern part.

All have undergone several behavioral training programs but are not sure about behavioral interviewing and hold a responsible position to manage the regional business/profit centers. Attrition is always high in BFSI; however, we are quite stable and in a better position compared to the competition.

These are the points that strike me when I think about preparing a training module beyond which I seek your support and advice.

1. Would like to train all my regional and corporate hiring managers about the right hire.
2. Various Techniques/Methods of selection – Traditional and Modern
3. Various assessment processes
4. Decision Making
5. Interviewing skills
6. Risk inclined
7. Process and policy
8. Peer concurrence
9. Thumb rules/Philosophy
10. Laws and theory
11. Case Study
12. Short Ability/Competency test for Hiring Manager
13. Communication/Feedback/Approach
14. Leadership
15. Attitude and Courage
16. Networking skills

I would like to thank you all for your instantaneous response to my posting. I am very thankful and inquisitive to revert back to you about the objective of this training program and the background of my industry and exposure. I am working with a top ten Insurance (Investment & Broking) company in Mumbai, responsible for TA and operating in a very cost-effective centralized model. The major function of my organization is sales, and we have a presence across India, predominantly in the southern part.

All have undergone several behavioral training programs but are not sure about behavioral interviewing and hold a responsible position to manage the regional business/profit centers. Attrition is always high in BFSI; however, we are quite stable and in a better position compared to the competition.

Training Module Preparation

These are the points that strike me when I think about preparing a training module beyond which I seek your support and advice:

- Would like to train all my regional and corporate hiring managers about the right hire.
- Various Techniques/Methods of selection – Traditional and Modern
- Various assessment processes
- Decision Making
- Interviewing skills
- Risk inclined
- Process and policy
- Peer concurrence
- Thumb rules/Philosophy
- Laws and theory
- Case Study
- Short Ability/Competency test for Hiring Manager
- Communication/Feedback/Approach
- Leadership
- Attitude and Courage
- Networking skills

Regards