DETAILED TOPICS:

DAY 1 – BIG PICTURE – WHAT ARE THE KEY INGREDIENTS DURING RECRUITMENT AND SELECTION? OVERCOMING THE MAIN OBSTACLES TO RECRUITMENT

The aim of the day is to give a big picture and introduce all the key components that we as employers need to address in order to achieve stability in recruitment and retention. 

• Industrial revolution 4.0.
• There is no labor shortage, just outdated employer methods
• Labor market overview - what do employees want and what do employers need?
• The top five barriers to recruitment and retention and how to deal with them. What is needed today to make our recruitment successful?
• The issue of wages - why and how should we pay attention to this?
• The role of direct managers in recruitment and retention - why and how should we help them?
• Increasing efficiency in the recruitment and selection process - how are we wasting good candidates?
• Overview of new recruitment channels and their effectiveness: Facebook, LinkedIn, Google Adwords, remarketing tools, company career page, link building, search engine optimization, responsive site

DAY 2 – EMPLOYER BRANDING IN PRACTICE

The purpose of the day is to present the possibilities inherent in building an employer brand, through plenty of examples, to give ideas for getting started, and to present a set of branding steps that anyone can go through themselves and start building their company's employer brand.

• Who are we as employers?
• Defining corporate values, EVPs
• How do we deal with our shortcomings?
• Positioning
• Marketing basics for recruitment
• Motivational factors - on what basis does the employee decide?
• Presentation of the AIDA method for writing headlines and introductory text; headline patterns
• How to write an attractive, widely read job advertisement?
• Content marketing: how and what should we communicate about ourselves as employers?
• Examples of working content
• Presentation of a working brand building program
• Employer branding videos - when, about what, what? - examples

DAY 3 – THE BASIS OF EFFECTIVE RECRUITMENT: DETERMINING THE TARGET GROUPS

The purpose of the day is to show that no matter how difficult our recruitment task is, we can always determine who our target group is, who we want to reach with recruitment, and how we can reach our target groups.

• Preparation for recruitment. Accurate knowledge of the job is the key to identifying competencies
• Proportionality and marketability of expectations and benefits. Should and when should changes be made to either the expectations or the benefits, or both?
• How to write a job description simply?
• Defining the possible target audience. Who can be the target group of our recruitment? What starting points do we have for defining target groups?
• Who might be interested in our position and why?
• How can we get to know our target audience very thoroughly during recruitment?
• Don't just think about active job seekers! How do we reach passives?
• There is no hard position - a methodology for common target group brainstorming
• Determination of access routes and recruitment sources
• Methodology: how not to run out of ideas when candidates are needed?
• Analysis of the effectiveness of recruitment sources.

DAY 4 – SOCIAL MEDIA IN RECRUITMENT: Facebook, LinkedIn, Instagram

I think this day doesn't need much explanation - the purpose of the day is to present the most important interfaces for recruitment purposes.

Facebook

• What and how can Facebook be used for recruitment purposes? We illustrate with specific examples:
• What settings did we use?
• How did we define the target audience in light of the position?
• What image/video toolkit did we work with and why?
• How did we change the campaign on the fly and why?
• What results did you get?
• What types of comments did we encounter and how did we handle them?
• How much time and money does a Facebook campaign require?

LinkedIn

• How to use LinkedIn for recruiting?
• The LinkedIn career page - what is it good for, how can it be used, who is worth it, who is not?
• What if we don't have Recruiter access? So how can we use LinkedIn?
• Job posting - how to position?
• Steps in the development of interest
• InMail check list
• "Work with us" ads and career page
• LinkedIn search, boolean search
• How to create a recruiting profile? How should the appearance be tailored to the company and professional?
• How can we create campaigns on LinkedIn? Practical presentation
• What packages are available? Overview of large company and SME solutions
• The role of the corporate career page - analysis of good examples and participant examples
• Instagram and the others - new directions in the online world

DAY 5 – ORGANIZATION, PROJECT MANAGEMENT, PROCESS CONTROL IN RECRUITMENT

The purpose of the day is to provide an overview of the entire process of recruitment, taking over and examining each of its steps, giving ideas on how to measure and what to measure in order to make our selection process efficient and fast.

• The two most important skills for recruiting
• Monitoring and controlling the progress of recruitment projects. Control tools, methods.
• Actors in the recruitment process.
• Determination of measurements and metrics (KPIs). What and how should we measure? What should we focus on for successful recruitment?
• Organization of resources during recruitment (material, human and other resources).
• How do we manage and convince professional managers?
• Facilitating decision-making.
• Establishment of checkpoints.
• Efficiency measurement tools and methods