This recruitment training guides managers and HR professionals through each step of a structured process. Over two days, you work on need framing, ad writing, sourcing, interview conduct, skills assessment and final decision. A useful approach to limit biases, avoid legal missteps and reliably choose.
A failed recruitment costs months of salary, a successful one transforms a team
For managers and HR in French speaking Switzerland, recruitment combines operational stake, employer brand and legal compliance. The course relies on concrete cases (vague framing, charismatic but unfit candidate, evaluation gap between managers) and filmed interview simulations with personalized debrief. You leave with a complete adaptable kit.
Analyze their recruitment needs and the profiles sought
Choose the communication channels and write an effective advertisement
Conduct a job interview
Adopt objective criteria to select the right candidate
Integrate the candidate well: onboarding
Recruitment is a high impact managerial act: a wrong choice costs months of productivity, a failed integration, sometimes litigation. Yet many managers recruit without structured training. This course offers an outfitted approach for those who want to upskill, complementing intuition. In Geneva and Lausanne, the tight labor market makes each recruitment more strategic still.
A successful recruitment starts with a clear order: why this position, what missions, what indispensable skills, what weak signals to discard. The course offers a framing canvas and works on questions to ask the sponsor to avoid blur. An often rushed step yet decisive.
The ad is the first promise to the candidate. The course details codes (clear title, concrete mission, environment, process) and pitfalls to avoid (jargon, over promise, involuntary discrimination). With focus on attractiveness in a tight candidate market.
The semi structured interview, recommended by research, clearly enhances decision reliability: common guide, behavioral questions, note taking. The course practices this format with attention to posture (active listening, open questions, silence management).
Halo effect, similarity bias, sympathy for charismatic candidate: these biases are documented. The course offers techniques to neutralize them (assessment grid, second eye, structured debrief). A rigor often absent in internal processes that changes recruitment quality over time.
Good assessment combines technical skills (case, situation), behavioral skills (STAR questions) and motivation alignment. The course details these dimensions with operational examples by position type, from junior to senior.
Managers who recruit occasionally or regularly, internal HR, growing SME founders, team leaders, technical leads called to recruit in their perimeter. In Geneva and Lausanne, the course welcomes participants from international organizations, banking, healthcare, public services and SMEs.
You frame a recruitment need with your sponsor in less than an hour, write an attractive and fair ad, conduct a semi structured interview that reliabilizes decision, assess with a grid that neutralizes biases, and make a final traceable decision. You leave with a complete kit (framing canvas, interview guide, assessment grid, structured debrief).
Recruiting without method costs structurally more: false positives, failed integrations, anticipated resignations, sometimes litigation. A structured process does not eliminate errors but clearly divides them. This training is among high-impact managerial competencies, with effect measured over six to twelve months rather than within the course week. Investment in training is often profitable from the second successful hire.
At ITTA centers in Geneva and Lausanne, this course runs over two days with a recruitment expert. Format with concise theory, workshops, filmed interview simulations (with agreement) and personalized debrief. The trainer guarantees group confidentiality.
A manager who finally moves from intuition to a structured grid and makes recruitments more reliable. An HR manager training her internal managers to reduce evaluation gaps. A scale-up founder structuring his process to grow from 10 to 50 collaborators without losing quality. The course addresses these three situations with cases brought by participants.
This training combines well with team management (course 14367) for post-recruitment integration, Belbin assessment (course 14357) for team complementarity, and feedback manager (course 23174) for trial period follow-up. Many HR enroll in one of these courses.
Beyond filling positions, recruitment shapes the organization’s capability over years. Each hire imports a skill set, a posture, a network. The course briefly opens this strategic dimension so that recruitment is positioned as a leverage decision rather than an administrative task.
Every recruitment process is also a brand experience. Candidates who applied but were not selected often shape the employer brand more than hires. The course briefly addresses this dimension: candidate experience design, transparent communication, respectful rejection. A dimension increasingly visible in tight talent markets.
Does the course cover Swiss legal aspects?
Yes, fundamentals of Swiss labor law related to recruitment are addressed (equality, data protection, trial period, work permits).
For which position profiles?
The course adapts examples (executive, technician, junior, experienced) to participants’ needs.
Are interviews filmed?
Optionally and with agreement. Video allows precise debrief on posture and listening quality.
Does it integrate remote recruitment?
Yes, video interview specifics (camera framing, silence management, remote signals) are integrated.
Does it cover AI tools in recruitment?
Yes, a panorama of current tools (AI sourcing, automated pre-screening, scoring) is integrated, with critical posture on biases and GDPR compliance.
What follows?
For more, ITTA proposes courses on annual interview, team management and new hire onboarding.
How to handle internal promotion vs external recruitment?
The course addresses this common dilemma with grids to balance internal development opportunities and external skill injection. Both have legitimate use cases, and the course helps frame them clearly.
How to handle hiring during periods of high tension?
The course addresses tight market dynamics: faster decisions, candidate-led timelines, salary negotiation realities, and how to maintain quality despite pressure to close.
Where do sessions take place?
ITTA has three centers: in Geneva (Carouge, Route des Jeunes 35), in Lausanne at the Flon (Rue des Côtes de Montbenon 16) and at Lausanne Mon-Repos (Avenue de Mon-repos 24). The training is also available in virtual classroom.
Monday to Friday
8:30 AM to 6:00 PM
Tel. 058 307 73 00
ITTA
Route des jeunes 35
1227 Carouge, Suisse
Monday to Friday, from 8:30 am to 06:00 pm.
