Recruitment

Getting the right person for the job

Recruitment selection is a time consuming task. Some researchers argue interviews only measure social skills not the persons “fit” * for the job. We believe a range of tools are needed to ensure you select the right person for the job. Many of the skills you need are not immediately obvious. You can’t tell someone’s numerical ability by looking at their eyes!

We can help you by providing a range of psychometric tests that are tailored for your requirements thus ensuring you have the right information to make a global decision.

To help us understand the requirements of your vacant position we request a detailed job description. If you are unsure of how to draw this up, we will be happy to help you.  This provides us with a clear understanding of what your top priorities are. e.g. team working ability, motivation, influencing skills, analytical thinking, entrepreneurial ability etc.

We select the best psychometric tests for measuring these abilities and arrange for the job applicants to attend assessment which can take about 2 hours depending upon the exercises being completed. We would usually provide some feedback to candidates during the assessment and generally candidates enjoy the experience. So your firm’s reputation is also enhanced even if the candidate is subsequently unsuccessful
 
Our clients generally interview a number of candidates, shortlist two to three candidates who participate in the assessments and then we provide the results to you, highlighting the key questions you need to ask at the next interview to ensure you make the right decision. However, should you wish to have all candidates assessed, then we would be happy to do so. One such example of this method is the “Milk Round”. The “Milk Round” approach is used for graduate recruitment where a number of graduates are required.

Find out more about how the service works for organisations

* Huffcutt, A.I.,  Weekley, J.A., Wiesner, W.H., Groot, T.G. and Jones. C (2001) “Comparison of situational and behavioural description interview questions for higher level positions” Personnel Psychology, vol 54, no.3, pp.619-54