Recruitment

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Recruitment Selection in the 21st Century
People and business in harmony
People and business in harmony
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Agenda

• Recruitment Methods
• Assessment Centres
• Psychometric Tests
• Role Plays
• Competency Based Interviews
• Presentation
• The General Dos Donts

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Recruitment Methods

• Newspaper or Trade Journal Advertisement
• Company Website
• On line job boards - NI Jobs, Recruit NI,
  Loadzajobs
• Job Centres
• CV Databases Monster, CV Library etc
• Executive Search Recruitment Agencies
• Specialist Headhunters

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Assessment Centre

• The name given to the venue where a range of
• recruitment and selection exercises are
• administered

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Psychometric Tests

• A way of assessing a persons ability or
  personality in a measured and structured way. 
• Ability
• Personality
• Interest

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Ability Test

• There are 2 types of ability tests
• Attainment tests
• Examine the skills and knowledge you already
  possess
• Designed to assess what you know at the time of
  the test i.e.
• driving test or a word processing test
• Aptitude tests
• A measure of your potential for certain
  activities
• Do not rely on any previous knowledge or
  training, but more on your
• natural ability or aptitude
• Most common tests - verbal and numerical reasoning

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Personality Test

• Designed to allow organisations to measure
  aspects of personality
• There are no right or wrong answers
• They seek to present a picture of how a person
  will
• behave in particular circumstances 

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Interest Tests

• Questionnaires that examine a persons interests
• Often used in careers guidance
• Useful in the selection process as they enable
  the
• employer to know if the candidate is a suitable
• match for their vacancy.

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Role Plays

• Can be conducted as part of the initial screening
  process at Assessment Centre or alternatively may
  form part of the interview process
• Used to test the candidates ability to
• work as part of a team
• use of initiative and problem solving skills
• cope under pressure

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Competency Based Interviews

• Based on the premise that past behaviour is the
  best predictor of future behaviour
• Interviews are structured, with questions that
  relate directly to the essential criteria /
  competencies required for the post such as Team
  Work, Ability to Lead, Problem Solving
• Questions Please give me an example when. . ."
  or
• "Please describe an occasion "
• Extra curricular activities are a MUST for
  school leavers as they can relate experience to
  these questions

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Presentations

• Initially associated with the recruitment of
  Executive or Sales Marketing related roles
• As roles become more technologically driven the
  candidate may be asked to compile a presentation
  to illustrate their design or IT capabilities
• Some employers merely use this as a means of
  testing a candidates level of confidence and
  ability to cope under pressure

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Dos Donts

• DO
• Keep a track of all applications - what job did
  I apply for?
• Consider your voice message on your mobile -
  time and a place for 007
• Proof read emails, cover letters and CVs
• Know the company, market, competitors,
  interviewers
• Salary expectations do your research -
  PayScale.com
• DONT
• Use zany email addresses - buckfastwino_at_gmail
• Use text language on any correspondence - CV 4 u
  to look at
• Save your best behaviour for the employer
• Create just one CV or cover letter - Tailor each
  application
• Get your parents to make the initial application

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Thank You Kathy Hanna Chris Doyle Key
Consulting 2 Belmont Office Park Belmont
Road Belfast BT4 2AW Tel 02890
769900 www.keyconsulting.co.uk