Methods of recruiting – how do you select staff?

The information in this article came from comments at a Business Exposure Group meeting

Recruitment is a two way process for both parties – the employer and the candidate.

So that they can make good decisions, selection becomes a matter of matching and fitting individuals to a business in which they can thrive.

In terms of the application process, there are various processes applicants can go through including:

–          Interviews

Structured interviews – Some questions with a predetermined marking scheme.  Panel interviews can also be useful.

–          Application forms

–          References

–          CVs

–          Personality tests

But these must be able evaluated correctly.

–          Literacy and numeracy tests

–          Aptitude tests

Also, look at physical and mental ability:

–     Assessment centres – (used by 30% of businesses we spoke to)

–          Tests to simulate work such as an in tray exercise, putting the candidate under real life business pressure

–          Group problem solving

–          Presentations on related topics

–          Role plays

–          Writing reports

In times of recession recruitment and selection tends to be about filtering of large numbers of candidates.  In times of prosperity, it is a marketing exercise, hunting out good applicants.  Online applications are there to sift out the volume, and make the selection process manageable.

Most employers recruit for attitude and train for skills.  However the reality of today’s market often points to poor recruitment practices damaging brand and bottom line.  Many candidates are left with a negative view of a business following an unsuccessful job application.

For example, figures from Personnel Today show that 28% of candidates have an experience so bad that it had stopped them doing business in the future with the company as a result.

Some examples of poor recruitment practices:

46% weren’t told they had been unsuccessful

39% said they had a lack of feedback – both of these are because companies receive too many applications which a small business cannot handle.

So think your business could lose significant income over the lifetime of a disgruntled candidate. Therefore treat people in the same way that you would wish to be treated.

And what about the young?  A radical shift is needed in the way young people are viewed by employers as young people are frequently under employed.

– 1 in 5 want to work more hours, but never get the opportunity and

– 1 in 4 employers actually offer ‘work experience’ to young people, with the majority being left on their own without direction.

Contemporary businesses need to embrace some fairly sophisticated ways of selecting talented employees.  No longer should you rely on interview gut feeling.  An experienced interviewee will have all the right answers, so you should dig deeper to get past the interview veneer.

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