Recruitment |
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| Our
Recruitment Division operates on a non-contingent basis
and is unique in its approach. Recognising the power of
advertising we design and place quality advertisements
that generate the widest possible response – and
allow us to consider more applicants. Our policy on CV
review tends to be "when in doubt –
include in". Face to face interviews are often limited in their ability to evaluate effectively the characteristics, behaviours and skills necessary to fulfil the demands of the job and the organisation. Hence, we recommend the employment of Assessment Centre techniques on the initial appraisal method for all selected candidates. These techniques include activities and tests designed so that the candidates can exhibit the levels to which they possess the desired behaviours and skills. Fully experienced observers together with the client, would view each activity and rate the performances of the delegates against the agreed behaviours. These performances would be supported by the output from psychometric tests which would evaluate numerical and verbal communication abilities and a range of personality characteristics. Each candidates’ performances in these tests can then be compared to existing control groups in comparable positions to assess where each would rank compared to the norm within the population. The employment of these methods not only provides for a more measured evaluation of candidate’s strengths and weaknesses but also enables a larger number to be assessed than is generally feasible with one to one interviews. For instance, it is quite reasonable for a programme to be adopted where 16 to 18 candidates are assessed in one day. Following such a programme of pre-assessment you may wish to then conduct one to one interviews or, alternatively, put the short listed individuals through a more intensive assessment which could include individual meetings with your line managers. Methods such as these are being used more frequently by major corporations for, in addition to the other benefits, they possess the added benefit of portraying a strong image of the employing company. This can be valuable in persuading "in demand" candidates to look favourably on you as their employer of choice. |
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