Recruitment

One of the most important activities in any business. When it goes well the business can thrive. And when it goes wrong it can create a complete nightmare. Or perhaps worse lack lustre performance.

Getting it right is not easy but it need not be hit or miss

Which one can do the job?

 

There are three important components for good recruitment decisions

Experience, Skills and Qualifications

Will they get on with us as a team?

Fit with the Organisation

Have they got the right personality for the role?

Behavioural Traits

Experience, Skills and Qualifications

Normally the CV will give you the best steer backed up with professional references. In some cases it may be possible to set up some practical tests.

Fit with the Organisation

Generally assessed in the interviews or at informal meetings. Personal references will also help What values does the candidate hey have? Will they get on with us? Important considerations.

Behavioural Traits

The key question will the candidate perform well in their new position? Day after day? Will they enjoy the role and give their all? For this to happen there must be a good fit between the needs of the job and their personality strengths. This is where a good psychometric assessment can be of enormous value as it will reveal the true face of the candidate rather than the interview mask that they have adopted!

Recruitment- a step by step guide.

Step one - The CV

Does the candidate have suitable experience and qualifications for the role?

Step two - Initial interview.

Does the candidate come across well? Is there a good fit with the
organisation? Do they have the right strengths and experience for the role?

Step three - Psychometric assessment.

Reveals more about the true nature of the candidate.

Step four - Second interview.

Builds on the first interview but with the insights from the assessment

Step five - References.

For character and a final check