[Online, NEW] 职场招聘精通班 Recruitment Masterclass
Course Information
  • 13-Apr-2023
  • Online
  • Dr. Wendy Tee Leap Sing
  • Mandarin
  • RM 660 RM 620
    Until 06 Apr 2023
  • 9:00am - 5:00pm

[01] OVERVIEW 课程大纲


Recruitment is the process of attracting suitable people to apply for job vacancies. Selection involves choosing the most suitable candidate from amongst a group of applicants. The outcomes of these two processes is the employment of a candidate. 


Failure to hire the right people may result in high levels of turno- ver, large numbers of workers being dismissed, increased training costs and a number of other problems. However, systematic recruitment and selection procedures based on up-to-date research will improve the likelihood of an employer hiring suitable staff. 


Employer can reference on the recruitment and selection process (with guidelines provided) and modify them in different circum- stances for different levels of jobs. 


招聘是吸引合适的人应聘职位空缺的过程。 选择涉及从一组申请 人中选择最合适的候选人。 两个过程的结果是工人的就业。 未能 雇用合适的人员可能会导致高流动率、大量工人被解雇、培训成 本增加以及许多其他问题。 然而,基于最新研究的系统招聘和选 拔程序将提高雇主雇用合适员工的可能性。 雇主应遵循招聘和选拔流程,将提供一些指导方针,说明如何在不同情况下修改每个 步骤,特别是针对不同级别的工作。




Upon completion of this programme, the participants will be able to : 

  • Explain the importance of human resource planning 
  • Discuss the issue and problems related to recruitment and selection 
  • Define recruitment, list its main steps and learn the best methods/sources for attracting qualified candidates. 
  • Describe the steps in the recruitment process 
  • Describe how to select new recruits 
  • Practice the various techniques used for short listing and assessing candidates and the reliability and validity of each 
  • Discover the main types of selection interviews and when and how to use each. 
  • Prepare and conduct a probing interview for any vacancy/level in the organization. 
  • Use the data collected from various assessment stages for selection purposes 


• 解释人力资源规划的重要性
• 讨论与招聘和选拔相关的问题
• 定义招聘,列出其主要步骤并了解吸引合格候选人的最佳方法/ 来源
• 描述招聘过程中的步骤
• 描述如何选择新员工
• 练习用于筛选和评估候选人的各种技术以及每种技术的可靠性和有效性。
• 发现面试的主要类型以及何时以及如何使用它们。
• 为组织中的任何职位空缺/级别准备并进行调查面试。

• 使用从不同评估阶段收集的数据用于选择目的。





• Interactive Presentation
• Practical Exercises / Quizzes 

• Questions & Answers 


• 互动演示
• 练习/小测验

• 问题和答案





This program is suitable for:
• HR Managers and Executives
• Business Owners, Company Directors 

• Head of Departments
• Accounts Managers
• Administrators 


• 人力资源经理和行政人员

• 企业主、公司董事
• 部门负责人
• 客户经理
• 管理员



[05] DATE/ TIME/ FEE 日期/方式/费用


Date 日期:     13 Apr 2023 (Thu)

Time 时间:     9.00am – 5.00pm

Mode 方式: 綫上 / Online


FEE: [ HRD Corp Claimable ]

  - Early Bird Offer (before 21 Mac 2023)         -          RM580

  - Special Offer (before 6 Apr 2023)         -          RM620

  - Normal Fee         -         RM660


Group Registration:

2 Pax - Discount 10%

3 Pax - Discount 15%

4 Pax - Discount 20%


>> Fee includes Course Notes & Certificate of Completion and 6% Government Service Tax


** OFFER ** 

- 10% Cashback for SST2u Learner Card+ (SLC+) members. T&Cs applied.


HRDCorp Claimable Course:
Trainer MyCoiD: 429594X
Course Scheme: HRDCorp Claimable Course
Course Type: Remote Online Training (Public)
Course Code: 10001271539




• 招聘的重要性

• 招聘与甄选

• 招聘趋势

• 招聘和甄选过程

• 每个阶段的角色和职责

• 管理与其他人力资源职能部门的关系

a) 定义需求

 ○ 建立工作概况:基本要素和理想要素的使用

b) 吸引候选人

 ○ 吸引候选人的各种来源

 ○ 推荐人和内部候选人

 ○ 广告:优点和缺点

 ○ 互联网和网站

 ○ 招聘机构和猎头

 ○ 招聘会和大学

c) 筛选候选人和入围

 ○ 有形与无形标准

 ○ 简历的使用和入围申请

 ○ 验证在线应用程序



• 筛选和以个人背景面试

• 假设面试

• 小组面试:优点和缺点

• 基于能力的面试

• 面试官的角色

d) 面试

○ 电话面试

○ 传统面试

○ 情境面试

○ “压力式” 面试

e) 面试问题的类型

○ 直接提问

○ 非直接问题

○ 假设性或情境性问题

○ 行为描述性问题

f) 评估候选人

○ 数据采集的重要性

○ 客观与主观评论

○ 法律和公平问题

○ 制作个人资料



• 应该使用的标准

• 在选择中使用决策矩阵

• 能力差距分析的使用

g) 在您的甄选择中避免偏见

○ 期望效应

○ 首因效应

○ 获取偏差信息

○ 刻板印象

h) 背景调查

○ 准备

○ 数据采集

○ 非法问题

○ 彻底而不急于求成

i) 提出你的工作邀请

○ 概述要约

○ 谈判技巧

○ 处理棘手问题

○ 达成交易



• 走上正轨

• 准备迎新活动

• 清单

• 跟进



• 招聘过程费用

• 员工素质

• 招聘效率

• 微调


Module 1: Recruitment and Selection

• The importance of recruitment

• Recruitment versus selection

• Recruitment trends

• Recruitment and selection process

• Roles and responsibilities in Each Stage

• Managing relations with other HR Functions

 a) Defining Requirements

  ○ Building a Job Profile: The Use of Essentials & Desirables

 b) Attracting Candidates

  ○ Various Sources for Attracting Candidates:

  ○ Referrals and Internal Candidates

  ○ Advertising: Pros and Cons

  ○ Internet and Websites

  ○ Recruitment Agencies and Head Hunters

  ○ Career Fairs and Universities

 c) Screening Candidates and Short Listing

  ○ Tangible versus intangible criteria

  ○ The use of resume and applications for short listing

  ○ Verifying On-Line Applications


Module 2: Interviewing Candidates

• Screening and Biographical Interviews 

• Hypothetical Interviews

• Panel Interviews: Pros and Cons

• Competency-Based Interviews

• The roles of interviewers

 d) Defining Requirements

  ○ Phone Interviews

  ○ Traditional Interviews

  ○ Situational Interviews

  ○ Stress Interviews

  ○ Case Study

e) Types of Interview Questions

  ○ Direct Questions

  ○ Non-Direct Questions

  ○ Hypothetical or Situational Questions

  ○ Behavioural Descriptive Questions

f) Evaluating Candidates

  ○ Importance of Data Capture

  ○ Objective versus Subjective Remarks

  ○ Legal and Fairness Issues

  ○ Producing a Personal Profile


Module 3: The Selection Decision

• Criteria that Should Be Used

• Use of Decision Matrixes in Selection 

• Use of Competency Gap Analysis

g) Avoiding Bias in Your Selection

  ○ Expectancy Effect

  ○ Primacy Effect

  ○ Obtaining Bias Information

  ○ Stereotyping

h) The Background Check

  ○ Preparation

  ○ Data Collection

  ○ Illegal Questions

  ○ Being Thorough without being Pushy

i) Making Your Offer

  ○ Outlining the Offer

  ○ Negotiation Techniques

  ○ Dealing with Difficult Issues

  ○ Sealing the Deal


Module 4: Orientation and Retention

• Getting off on the right Track 

• Prepare Orientation Program 

• The Checklist

• Following Up


Module 5: Measuring The Results

• Cost Breakdown

• Employee Quality

• Recruiter Effectiveness 

• Fine Tuning







Dr Wendy Tee has over fifteen years of experience in senior management and human resources positions for diversified industrial and business environments. Graduated with a Doctor of Business Administration (UUM), Master of Business Administration (UM), Master of Information Technology (UM), Certified Financial Planner (CFP), Certified Business coach (UM), Registered Financial Planner (RFP), Certified Trainer (PSMB) and Certified Advance Human Resource Practitioner (MIHRM), she has undergone intensive academic training in various human development and knowledge improvement.

Dr Wendy is actively involved in management consultancy, management training and research. Her latest responsibility involves the business coaching, financial training, management consultancy, Accounting and Financial lecturing of Degree programs for Kolej Universiti Tunku Abdul Rahman. She has experience managing training programs cover from local universities, in house training and public seminar training.

Dr Wendy is also a Human Resource consultant and certified trainer now appointed from Harrison Assessment Talent solutions (HATS), Pembangunan Sumber Manuasia Berhad (PSMB) and National Human Resources Centre (NHRC), providing comprehensive and independent Human Resource advisory to clients. In addition to consulting with and servicing clients, she is responsible for HR assessment, HR training, coaching & advisory for the company. In the area of Human Resource Management, Wendy focuses on Strategic Talent Management, Training and Development Management, Performance Management, Payroll Management and Setting Departmental & Inter Departmental Key performance Indicators (KPIs).

Dr Wendy completed and passed her GST and SST exams organized by Chartered Tax Institute of Malaysia (CTIM) with the cooperation and support from the Royal Malaysian Customs Department (RMC). She has trained more than 75 SME companies in Malaysia for getting prepare on the post implementation of GST and SST, mainly dealing with the tax authorities over various indirect tax issues, elements and scope of indirect tax, cycle and operations, rulings, registration, administration, audit and investigations on behalf of her clients.





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