Track Training Tips No. 4

10 Steps to Effective Recruitment and Selection

‘Survival is not Compulsory (Deming)

Since Quality and Price just get you onto the starting line, what is it that keeps your customers coming back for more? To a very large extent it’s the ability of your managers and staff to carry out their tasks. This is known as the Intellectual Capacity of your organisation

Where does this start? Well – at the very beginning!

Key steps to selecting the ‘right’ staff.

  1. Conduct a Job Analysis to identify exactly what you want from the vacant position – this results in
  2. An accurate Job Description (roles and responsibilities) and a Person Specification ( knowledge, skills, abilities )
  3. Place the advert in the right place at the right time to attract the right candidates (where do the people that you want to attract go to look for jobs?)
  4. Shortlist from the applications received against your essential criteria – be strict, don’t waste time interviewing those that do not have your basic requirements.
  5. Prepare for the interview – never allow untrained people to interview, ever! You are about to make a very important decision for you, your organisation and the individual. “Going on gut feeling” simply will not do.
  6. Conduct the interview – ask your questions, answer theirs.
  7. Review your notes – objectively, consistently and without bias.
  8. Select the best candidate.
  9. Prepare Induction and Training.
  10. Review your processes.

These are the basics – without them you may as well just toss a coin! Why bother? Because it costs 3.5 times the starting salary to recruit a new member of

Links to workshops:

Recruitment and Selection Interviewing

If you would like to talk to us about providing suitable training for your interviewers please give Dave Chesters on 01785 823583.


Track Training Tips No. 3.

10 Steps to Effective Coaching.

This month’s topic is that most cost effective alternative to sending people off on public based courses – Coaching in the place of work.

 Learning – typically 1: many off the job.

Coaching – typically 1:1 on the job.

10 Steps to Effective On-The-Job Coaching.

  1. Identify accurately and analyse the real coaching need
  2. Get the Learner’s buy in and agreement
  3. Choose the right Coach for the Learner
  4. Choose the right time and place
  5. Coach in Bite Sized Chunks
  6. Produce a Learning Contract
  7. Review progress regularly
  8. Offer continuous praise and motivation
  9. Review the impact of the coaching on performance
  10. Spread the good word regarding the positive, cost effective benefits of Coaching throughout the organisation

 PS make sure that your coaches have been trained to coach first!

 Links to workshops:

 Effective Coaching Skills for Managers

How to Run a Mentoring Programme

 For further information and business support contact Dave Chesters on 01785 823583 or take a look at our website – 


Track Training Tips No. 2

4 Key Steps to Getting the Best from Your Training Budget.


A recent report in the ILM magazine ‘The Edge’ had the following statistics:


  1. Percentage of staff who treat a training day like a day off work – 48%
  2. Percentage able to get through training without having to interact or say a word – 21%
  3. Percentage who think training is frequently irrelevant to the job or fails to teach the necessary skills – 36%
  4. Percentage who find current training techniques uninspiring or uninteresting – 29%


Worrying to say the least. So what can you do about this sorry state of affairs?

Set the right culture – this is key.

Learning and Development is a requirement, it’s for everyone, it’s the way we operate, it’s a business differentiator.

Involve Line Managers and ensure that Learning Objectives are set prior to attendance, make sure that these are reviewed with the delegate immediately on their return to work.

Ensure that this process is embedded in your review systems and take action when it is not followed through.

Get delegates to coach other team members on their return to work.

Ensure the CEO/MD gets involved – he/she will only need to do so once!

Choose the right Training Deliverer!

Discuss the contents and the delivery style – you want it to be interactive and thought provoking.

How will YOU cost justify the expenditure!

Consider the use of some form of assessment at the end of the day – it’s not a jolly after all !

Manage the process and be consistent.

Set Learning Objectives, assess the learning, ensure transfer back to the workplace, involve the Manager, review the course regularly.

Ensure you get the right delegates on the appropriate course.

Review the Trainer and the material.

Produce your own case studies for use.

Ask the right questions on the Evaluation forms.

Review the blend of materials – pre course reading, individual work, syndicate work, feedback sessions, group exercises, tutor input, avoid ‘death by Powerpoint’.


The ‘intellectual capacity’ of your whole organisation is what sets it apart from the competition. Apply the same planning and thinking to organising a training event as you would to buying a new piece of machinery – and see the results.

Links to workshops:

 Transforming Potential into Capability.

 For further information and business support contact Dave Chesters on 01785 823583 or take a look at our website – 


Track Training Tips No 1.

10 Steps to Training that Works.


Making the most of your training budget is essential – both for the trainer and the business. So, whoever is responsible for staff development in your organisation, you might consider the following steps to increase your Return On Investment.


1.      Both individual and team training should be linked to the achievement of Personal and Business Objectives

2.      The Learning Objectives must be clear and understood by all

3.      The Learning must be capable of Evaluation

4.      Training should be participative and engaging – not ‘lecturing at’

5.      Line managers must be aware of their responsibility in transferring the Learning back to the workplace

6.      Motivation comes before Learning – therefore, learners should want to attend and learn (create the right culture, ensure managers are actively involved)

7.      Delegates need to understand why they are attending and what they are expected to learn

8.      The training should be delivered at a time and place, and in such a way that ensures the greatest likelihood of transfer of Knowledge and Skills

9.      Training should not be a ‘one off’ – but part of an ongoing process

10. Each programme needs a senior management sponsor.


Links to workshops:

 Developing a Performance Review System

Conducting an Effective Performance Review


For further information and business support contact Dave Chesters on 01785 823583 or take a look at our website – 

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