Tip for the Top

Recruitment & Selection – making sure you get it right

How often have you recruited someone to find that they simply do not fit or realised that you needn’t have increased the head count after all?

 

The cost of getting it wrong can be hard to quantify. It is not just agency or advertising costs but also the time invested, possibly by senior management, in the activity as well as the drain on energy and morale. In addition, following these simple steps will significantly reduce the risk of discrimination claims.

 

So, what can you do to improve your chances of success?

  • Consider whether you really need to recruit. Can the work be divided or done differently?
  • To help you describe the ideal candidate, use a person and job specification and identify the knowledge, qualifications, skills & attitudes that are firstly essential and then desirable.
  • Decide on the method of recruitment e.g. agency, local or national advertising.
  • Shortlist candidates based on your person and job specification.
  • Use a more focused approach to selection by using one or more of the following methods:
    • Structured interview – plan your interview questions based on the specification mentioned above and the candidates CV.
    • Ask candidates to give a presentation, or set a group exercise and then interview.
    • Use psychometric tests and questionnaires to provide you with more information about your potential employee’s skills and abilities. This can be followed by interview where you will be better armed with information about your candidate.
    • Use an appropriate marking scheme and hold records for at least six months.

Psychometric tests include a range of instruments that can be used to help you assess a person’s preferences in their work. For example a personality questionnaire can reveal whether a person will prefer team working or working on their own; whether or not they will be happy in a selling role; whether they will enjoy a job that requires attention to detail, or absolutely hate it. Other types of tests can be used to provide more objective information on skills and abilities, such as accuracy in clerical work, logical decision making, aptitude for IT jobs, customer service roles or craft and engineering occupations.

 

Obviously there are costs, both financial and time, to following the steps above however, you will be significantly reducing the risk of making the wrong appointment. As well as making a more informed selection decision, you will have a much better understanding of the person you employ, and be gaining some positive PR for your company by having a sound, fair and professional recruitment process.

 

Psychometric tests and questionnaires must be administered and scored properly, so it is also important to use a qualified and competent person to assist you.

 

THE BOTTOM LINE: Ensure that your recruitment & selection procedure is fair and complies with employment legislation.

 

About Tip for the Top

Tip for the Top is published in "Suffolk Business Magazine" where Lina Hogg is a regular contributor.

 

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Related Pages

HR Consultancy

 

We provide consultancy in all areas of HR.

 

Psychometrics

 

Personality Questionnaires and Ability tests can be used to assess the suitability of candidates.

 

 

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