We have been working with companies since 1998 helping them appoint the right person into the right job. Whilst no recruitment process guarantees that a Company will find the right person every single time, a well designed, competency based process will reduce the risk of getting the wrong person.
Athelbrae Consultants have worked extensively on a number of recruitment projects, through the design and running of Assessment Centres from the Job Advert, Short-listing process to the interviews themselves.
The areas that we specialise in are the design and delivery of:
Competency Based Interview
This is a structured interview where each candidate is asked the same set of questions. These have been designed to focus on each of the competencies in turn. The interviewer will probe as required thus obtaining both positive and negative evidence to the responses by the candidates.
Psychometric and Ability Testing
- Ability Tests. Tests are selected to assess the skills involved in performing the tasks of the job. They enable a fair assessment to be made of skills, which cannot be fairly assessed in other ways, such as in an interview. We use either traditional paper and pencil tests or on-line ability test which can be completed before the assessment day.
- Personality Questionnaire. This is concerned with style and preferred ways of working, not ability. It can highlight how the candidate's behaviours will dovetail into the requirements of the role.
- Reports can be tailored to link the test and questionnaire results to your competencies and behaviours.
- Role Play. A basic role-play scenario is designed to assess the candidate against the competencies whilst performing the simulated job.
- In Tray Exercises. These assess a candidate's ability to prioritise and plan a workload.
- Presentation. The presentation subject is advised to the candidate in advance so they can prepare. This element provides evidence of the candidate's thought process, influencing and communication skills.
Reasons to get it Right
The recruitment and selection of staff is at the cornerstone of everything that happens. A poorly thought through process will almost certainly have repercussions at a later date when it is found that the person is not suitable for the job they have been employed for. Poor recruitment can cost an organisation sums estimated to be between £50,000 and £250,000 depending upon the post. This is a staggering amount and more than justifies the cost of designing an objective recruitment process.