Professional Recruitment Systems

Program’s Coordinates

Number of participants/group


Course: 3 days;



The Consultants of the Program


Petre Nicolae

Program’s target group

Consultants in organizational development;

Human Resources Directors;

Directors of departments responsible for recruitment;


CEOs and business owners.

Certification type / issuing authority


CBC Romania

Number of modules



No.implemented projects/program



Delivrables of the Program



Brief description of the program

The course can be viewed as a true arsenal of methodologies, techniques and in-depth skills for designing and implementing a professional recruitment and selection system, using all the mechanisms, methods and tools used by professional recruitment and selection companies.


The course also provides a great opportunity for implementing a professional turnkey recruitment system into your company. At the end of the course, you will receive the entire methodology, consisting of the professional mechanisms and tools necessary to implement a recruitment and selection system and a process for organizational integration for the employees.

Program’s Results – benchmark

Participants in this program


Projects generated and implemented


Employees recruited during the program


Delivrables of the Program

Purpose and objectives of the program

Is to facilitate:

  1. The transfer of methodologies, mechanisms, methods and professional recruitment and selection tools only used by a small portion of the companies that specialize in recruitment and selection.
  2. Developing and implementing 10 complete methodologies for recruitment and selection as well as professional mechanisms designed for dealing with the “psychology of lies”.
  3. Rapid implementation and with great ease of at least two professional recruitment and selection systems, so that, in the end, you will have a professional recruitment, selection, and organizational integration system that will be working optimally for you and your company.
  4. Visible difference between CBC Romania’s program and the other training programs on the Romanian market and that is achieved with the use of the Integrated Transformational Training Program (TIT®).
Basic concepts of the program

25% of the basic concepts from the TIT® program

  1. Mechanisms of thought and action in candidates and future employees.
  2. The mechanisms for decoding the lie in the recruitment and selection process.
  3. Decoding nonverbal language and cognitive dissonance in communication between the candidates and the recruiter.
  4. Methodologies, mechanisms, methods, and tools for a recruitment and selection system.
  5. Stages of the recruitment and selection process and criteria for candidates’ stage-by-stage validation
  6. Methodology for the process of designing the right profile for promoting the recruitment process.
  7. Establishing the performance indicators in recruitment and their respective validation criteria.
  8. Methodology for the process of selecting the channels and sources for recruitment.
  9. Methodology for the process of screening CVs.
  10. Professional methodology for mapping job designs (MOAMethodologyy).
  11. Methodology for the cognitive interview stage.
  12. Methodology, mechanisms and tools of a specialized interview.
  13. Methodology, mechanisms and tools used in the technical interview and in the simulation interview.
  14. Methodology, mechanisms and tools used in the process of organizational integration of an employee, Induction Plan Process.
  15. Designing and implementing a turnkey recruitment system.
Concrete and immediate results of the program 

Methodology, methods, tools for implementing over 5 turnkey projects in the company.

  1. Deliverables for the entire recruitment and selection process:
    • Methodology for establishing (according to the consulting methodology, MOA)
      • Job profile;
      • Job description;
      • Goal assignment sheet;
      • Performance scorecard;
      • Activity report sheet.
  2. The matrix for conducting the interview process:
    • Mechanisms for designing the interview questions and for deciding between a structured or semi-structured interview;
    • Mechanisms for establishing the stages for the whole process;
    • Validation criteria for the questions;
    • Criteria for validating the stages the candidate went through.
  3. The matrix for an “Induction plan”, organizational integration plan for new employees.
  4. In-depth skills in:
    • The Psychology of Lying;
    • Decoding the cognitive dissonance in the recruitment process;
    • Understanding the Psychological Interview;
    • Specialized recruitment.