Recruitment and Selection: Methodologies and Techniques

Most selection decisions are made in the first few minutes of an interview and justified afterwards. The predictable consequences are a shortlist that resembles the panel, a reference check that confirms nothing, and a probation failure that was visible in the application if anybody had known what to look for. This week builds the process that reduces that: a specification drawn from the work, structured questions scored against it, work samples where the job allows, and a decision record that holds up to an unsuccessful candidate or a tribunal.

It runs 7 times over the published calendar, in 6 cities and live online. Every date is the same programme with the same content and the same certificate.

• Draw a person specification from the work rather than from the last job advertisement.
• Build a structured interview with questions scored against the specification.
• Use a work sample or test that predicts performance rather than confidence.
• Recognise where the process is screening on something it should not be.
• Record a decision so it can be defended months later.

HR officers and recruiters, hiring managers who sit on panels, and HR business partners designing the selection process.

Short input, then work. Across 5 days of roughly 6 teaching hours each, the balance sits deliberately with the second: a programme where the trainer talks for six hours produces notes rather than capability.

• Your own material

  Exercises run on situations delegates bring, not on a case study written for a different organisation in a different decade.

• A capped cohort

  Small enough that everybody is asked something. Executive programmes are capped tighter still.

• Practice under scrutiny

  The difficult conversation, the challenged assumption, the decision defended out loud. Judgement is not built by watching.

• Something to take back

  Each day ends with a thing you can use on Monday rather than a slide deck you will not reopen.

• A person specification and scoring matrix for one real vacancy.
• A structured interview guide with anchored scoring.
• A selection record template that stands up to challenge.

A GATI certificate recording what you attended, issued after the programme has run and attendance has been taken. Attending at least 80 per cent of the days earns a certificate of completion; attending less earns a certificate of attendance stating exactly what was attended.

Every certificate carries a code that anybody can check against GATI's own record, which is what makes it worth holding. It records participation. This site will not imply one it does not have.