Recruitment and Talent Acquisition Training

The programme

Programme overview

Finding and selecting the right people remains one of the hardest and most persistent challenges HR teams face. This course builds practical, modern recruitment skills — from sourcing strategy to competency-based interviewing — so participants can consistently hire well in a competitive talent market.

Through role-play interviews, real job description critiques, and group selection exercises, you’ll work through sourcing strategy, employer branding, structured interviewing, and reducing bias in selection decisions. You’ll leave with a reusable competency-based interview guide you can apply to your next hire.

Who should attend

Who is this programme for?

This Recruitment & Talent Acquisition course is designed for:

• Recruitment Officers, HR Generalists, and Talent Acquisition Specialists
• Line Managers Involved in Interviewing and Hiring Decisions
• HR Business Partners Supporting Recruitment for Their Business Units
• Anyone New to a Recruitment or Resourcing Role

Learning outcomes

What you will learn

This course equips you to source, assess, and select candidates through a process that is efficient, fair, and legally defensible.

By the end of this Recruitment and Talent Acquisition Training course, you’ll be able to:

• Develop a sourcing strategy that reaches the right candidates efficiently
• Build an employer brand and candidate attraction approach that competes for scarce talent
• Write accurate, bias-reduced job descriptions and person specifications
• Apply competency-based interviewing techniques to assess candidates objectively
• Select and apply assessment tools appropriate to different roles
• Run structured panel interviews that reduce bias and improve decision quality
• Design a selection process that is fair, consistent, and legally defensible
• Manage the offer and onboarding handover to reduce early-stage attrition
• Faster, Better Hires: Build a sourcing strategy that reaches the right candidates without wasting time on the wrong ones.
• Objective, Defensible Decisions: Apply competency-based interviewing and structured panels that reduce bias and hold up to scrutiny.
• Stronger Employer Brand: Compete for scarce talent with an attraction approach candidates actually respond to.
• Fewer Early Exits: Manage the offer and onboarding handover in a way that reduces early-stage attrition.
• A Guide You’ll Actually Use: Leave with a reusable competency-based interview guide built for your own roles.

Explore the programme

Detailed programme outline

Module 1: Workforce Planning and Sourcing Strategy

• Linking workforce planning to recruitment demand
• Mapping where and how to find the right candidates
• Comparing sourcing channels for cost, speed, and quality
• Building a sourcing strategy for hard-to-fill and scarce-skill roles

Practical Exercise: Build a sourcing strategy for a sample hard-to-fill role.

Module 2: Employer Branding and Candidate Attraction

• What candidates actually evaluate when choosing an employer
• Communicating employer value proposition through job adverts and channels
• Managing candidate experience from first contact to offer
• Using employee referrals and networks to strengthen sourcing

Practical Exercise: Draft an employer value proposition statement for a sample role.

Module 3: Writing Job Descriptions and Person Specifications

• Structuring job descriptions that attract the right applicants
• Writing person specifications that focus on genuine role requirements
• Reducing unconscious bias in language and requirements
• Aligning job descriptions with the interview and assessment process

Practical Exercise: Critique and rewrite a sample job description to reduce bias and improve clarity.

Module 4: Competency-Based Interviewing

• Structuring competency-based interview questions
• Using probing techniques to get beyond rehearsed answers
• Evaluating responses objectively against defined competencies
• Avoiding common interviewer bias and rating errors

Practical Exercise: Conduct a role-played competency-based interview and receive structured feedback.

Module 5: Selection Tools and Reducing Bias

• Choosing assessment tools appropriate to different roles
• Using psychometric and work-sample assessments effectively
• Identifying where bias commonly enters the selection process
• Combining tools into a fair, multi-method selection process

Practical Exercise: Design a selection process combining at least two assessment methods for a sample role.

Module 6: Panel Interviews and Structured Decision-Making

• Structuring an effective interview panel
• Assigning roles and scoring criteria before the interview
• Facilitating fair, structured panel decision-making
• Documenting selection decisions defensibly

Practical Exercise: Run a mock panel interview and practise structured, criteria-based decision-making.

Module 7: Offer Management and Onboarding Handover

• Structuring and presenting a compelling offer
• Managing negotiation and counter-offers professionally
• Handing over from recruitment to onboarding without losing momentum
• Reducing early-stage attrition through a strong first 90 days

Practical Exercise: Draft an offer and onboarding handover plan for a sample new hire.

Learning approach

How you will learn

Our diverse instructional approaches ensure effective learning:

– Lectures & Presentations: Engage with expert-driven, stimulating content.– Course Material: Access well-crafted supporting resources.– Group Work: Collaborate on discussions and case studies for practical insights.– Workshops & Role-Play: Participate in immersive, scenario-based activities.– Practical Application: Focus on applying theoretical knowledge in real situations.– Post-Training Support: Receive extensive support after training for skill implementation.

Discuss your requirements

Dates, duration & arrangements

Contact Ratomac to confirm dates, duration, delivery format, entry requirements and any applicable assessment or certification before booking.