Align remote recruitment and virtual interviews with the organisation's workforce plan rather than treating it in isolation.
Managing Remote Recruitment and Virtual Interviews
Learn to design, measure and defend your organisation's approach to remote recruitment and virtual interviews.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on remote recruitment and virtual interviews is abundant; insight about it is not. Policy on virtual interviews is judged by how it is applied in the difficult cases, not the easy ones. Participants test their assumptions about the wider people management and development agenda against scenarios designed to break weak ones. The programme builds the judgement to know which parts of remote recruitment and virtual interviews to standardise and which to leave flexible. It establishes a shared vocabulary for this aspect of people management and development so that teams can disagree productively about it. The programme works equally well for those formalising virtual interviews for the first time and those improving an existing approach. Teams frequently over-invest in documenting remote recruitment and virtual interviews and under-invest in testing it. Organisations that document virtual interviews properly resolve disputes about it far more quickly. Participants finish with a short, specific brief on the practice within people management and development ready to put in front of a decision maker.
Expected Learning Outcomes
Reduce avoidable variation in how virtual interviews is carried out across teams.
Set the minimum documentation for remote recruitment and virtual interviews that is genuinely necessary, and stop there.
Assign clear ownership for each element of virtual interviews across the functions involved.
Pilot changes to remote recruitment and virtual interviews before rolling them out organisation-wide.
Address the equity and inclusion implications of virtual interviews deliberately.
Design the communication that makes remote recruitment and virtual interviews understood rather than merely announced.
Who Should Attend
Operations staff who encounter the consequences of remote recruitment and virtual interviews directly.
Line managers who apply virtual interviews in practice.
Reward and compensation staff whose frameworks interact with remote recruitment and virtual interviews.
Human resources managers and business partners responsible for virtual interviews.
Procurement and contracting staff whose agreements set obligations around remote recruitment and virtual interviews.
Learning and development officers building capability in virtual interviews.
Course Modules
Remote recruitment and virtual interviews: communication and employee understanding
2 sessions · 8 pointsSession 1The decisions in remote recruitment and virtual interviews that cannot be delegated
- Set the consistency check that catches uneven application of remote recruitment and virtual interviews.
- Identify the data the organisation already holds that bears on virtual interviews.
- Check that remote recruitment and virtual interviews complies with current labour regulation in every location.
- Build the internal briefing that explains virtual interviews to those affected.
Session 2Applying virtual interviews consistently to the person you like least
- Remove steps in remote recruitment and virtual interviews that add effort without adding assurance.
- Measure the effect of virtual interviews on retention and performance, not activity.
- Set out the decisions in remote recruitment and virtual interviews that require sign-off and by whom.
- Prepare the response for the most likely failure in virtual interviews.
Virtual interviews: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Keeping records on virtual interviews that are lawful and useful
- Define acceptance criteria for remote recruitment and virtual interviews in advance.
- State the purpose of virtual interviews in one sentence a new manager would understand.
- Ask employees what remote recruitment and virtual interviews feels like from their side.
- Agree the indicators that will show whether virtual interviews is improving.
Session 2The exception to virtual interviews that sets the precedent
- Distinguish symptoms from causes when remote recruitment and virtual interviews underperforms.
- Plan succession for roles most exposed to virtual interviews.
- Anticipate the objections remote recruitment and virtual interviews will raise and prepare the answers.
- Estimate the cost of virtual interviews and the cost of leaving it unchanged.
Virtual interviews: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Testing virtual interviews before relying on it
- Identify single points of dependency in remote recruitment and virtual interviews and reduce them.
- Test the policy on virtual interviews against three real cases from the past year.
- Document the reasoning for every exception granted under remote recruitment and virtual interviews.
- Establish the boundary of virtual interviews and record what sits outside it.
Session 2Writing a policy on remote recruitment and virtual interviews a line manager can actually use
- Establish what evidence demonstrates remote recruitment and virtual interviews is under control.
- Pilot changes to virtual interviews in one area before wider rollout.
- Train line managers on remote recruitment and virtual interviews rather than handling every case centrally.
- Prepare the summary of virtual interviews that senior management will read.
Virtual interviews: capability across the management line
2 sessions · 8 pointsSession 1Appeals and grievances arising from virtual interviews
- Compare intended and actual outcomes of remote recruitment and virtual interviews honestly.
- Build the appeals route for virtual interviews and publish it.
- Confirm records relating to remote recruitment and virtual interviews meet retention and privacy rules.
- Arrange the handover of virtual interviews so capability survives staff changes.
Session 2What to measure in virtual interviews and what to ignore
- Name a single owner for each element of remote recruitment and virtual interviews.
- Design the communication for virtual interviews around the questions people will actually ask.
- Agree what will be standardised in remote recruitment and virtual interviews and what will not.
- Confirm that reporting on virtual interviews reaches the people who can act.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.