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Foundation level
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Associate level
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Chartered Member level
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Chartered Fellow level
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At this level you'll understand: |
At this level you'll understand: |
At this level you'll understand: |
At this level you'll understand: |
Strategic workforce planning |
How workforce planning impacts the resourcing agenda |
How to use workforce planning data to inform resourcing activity |
How to create resourcing approaches which support the needs of the organisation's workforce plan |
How to create a resourcing strategy which meets both budgetary and strategic workforce planning needs |
Worker types |
Different types of workers and working arrangements |
How work can be delivered and resourced through different types of workers and worker economies |
How to recruit and use different types of workers as part of the organisation’s resourcing strategy |
Current and future trends in workers and how this impacts the organisation’s resourcing strategy |
Marketing and branding |
Your organisation's brand and market position and how it compares with others |
How other organisations differentiate themselves in the market and how your organisation's brand compares with others |
How the current labour market affects your ability to recruit and how to use the organisation's brand to attract the right candidates |
How the labour market and economic factors impact the organisation's recruitment ability and how to position your organisation competitively in the market |
Attraction and sourcing |
Different methods to attract and source candidates (eg, website/job boards/social media campaigns/forums/referrals) |
How to attract and source candidates from diverse backgrounds and with the right skills |
How to utilise recruitment campaigns and sourcing channels to meet the resourcing and skills needs of the organisation |
How to define the strategic direction for attracting and sourcing the right people to meet the organisation's needs |
Assessment and selection |
Different assessment and selection activities and how to ensure they are fair and objective |
How to choose the right assessment and selection approach for each role and ensure fairness for candidates |
How to design fair and inclusive assessment approaches which identify the right candidates for the organisation |
How to establish assessment and selection strategies to fulfill the organisation's resourcing needs |
AI in recruitment |
The benefits and risks of using AI to recruit and assess candidates |
The impact of AI on the candidate experience when attracting, recruiting and selecting candidates |
The ethical implications of AI in recruitment, and how to implement it in a way that enhances the recruiter and candidate experience |
How to define the organisation's AI recruitment strategy to deliver positive outcomes for both the organisation and potential employees |
Candidate experience |
How to gather data and feedback on candidate experience (eg, candidate surveys) |
How to evaluate candidate experience, and create a consistent experience across recruitment activity |
How to use campaign, recruitment and onboarding data to drive better candidate experiences and more effective recruitment approaches |
How to drive organisation-wide continuous improvement by leveraging candidate feedback in conjunction with recruitment insight |
Employability programmes |
The employability programmes in your organisation, and what their purpose is |
How to attract, source and recruit for employability programmes |
How to develop employability programmes which support the organisation's workforce plan |
How to build employability partnerships which maximise the organisation's ability to meet skills needs |
Global mobility |
Your organisation’s global mobility policies and country guidelines |
How to advise on international hires (such as relocation, immigration, tax, legal) |
How to design global mobility policies and how to manage supplier contracts which support global moves |
How global mobility strategies impact organisation performanc |