Who is the training for?

Recruitment professionals wishing to have an overview on different selection methods and tools used in Luxembourg.

Level reached

Specialisation

Duration

3,50 hours(s)

Language(s) of service

Next session

27.05.2026

See details

Location

Senningerberg

Price

491,69€

Goals

This seminar offers an overview of the different selection tools and of their reliance in predicting job success in order to enable the participants to choose the tools best adapted to their needs. Participants will have the opportunity to see different examples of tests and tools used during Assessment Centres.

Introduction
- Purpose of assessing an application
- What is meant by competence?
- Types of applications received according to sources used
Assessment of the CV and cover letter
- Criteria that can be developed
- Presentation of the application
- Standards for CV & cover letter
- Elements & eliminatory criteria
- Additional documents & assessment elements
  - Work certificate
  - References
  - Extract from the criminal record
  - Diplomas
  - Certificate of membership
Selection interview
- Objectives
- Different types of interviews
  - Directed, semi-structured, free interview
  - Individual interview, panel interview, group interview
  - Video conference interview
Selection criteria
- Personality criteria
- Professional & technical criteria
- How to properly assess skills?
- Behavioural Interview
- Types of questions to ask & to avoid
- Recruitment mistakes following an interview
Questionnaires and tests
- Difference between questionnaires and tests
- Reliability and validity
- Personality questionnaires
- Tests
  - Definition and characteristics of a psychometric test
  - Tests used within the framework of personnel selection
    - Intelligence tests
    - Knowledge tests
    - Aptitude tests
    - Competence tests and work trials
- Practical examples
- Assessment Center
- Definition
- Organisation
- Participants; candidates and observers
- Tools used
- Practical examples
Non-scientific methods
- Predictive validity of different selection tools
Conclusions: Which tools to choose?