Total Selection Process

An Integrated Approach to Employee Recruitment

Are the pieces of your selection process working together

or pulling apart at the seams?

When it comes to making a recruitment decision, do you find that you are comparing apples to oranges as a result of an inconsistent or poorly defined selection process? Do you have the right information to judge the candidate's potential for success?

Often, selection processes are developed over long periods of time. The organisation begins first with an interview, then adds some pre-screening and finally, at a later date, testing. As a result of this, the process is more piece meal than well integrated - both to the candidate and to those responsible for selection and recruitment.

Let us help you integrate the pieces of your selection effort into a comprehensive process to recruit the best.

What is a Total Selection Process? 

An Integrated multi-step process to:

• Define the Requirements of the Job

• Attract and select high-quality applicants

• Ensure applicants have a clear understanding of important job requirements

• Assess their ability (or potential) to be successful in the job

• Assess their ability to positively contribute to their work group and company success as a whole

• Maximise applicant buy-in and participation in the process

• Maximise supervisor and work team ownership of and commitment to good selection decisions

   

  ^ Top

STEP ONE
Define the RIGHT Candidate for the job - Make sure that you know what you are looking for in a candidate.  This sounds obvious, but we have often found that this basic step is omitted.

1. Behavioural Job Description - PS² will help you produce a behavioural job description, so that everyone involved in the process has a clear understanding of the soft skills required to be a superior performer in the job.

2. Impact of Interests, Attitudes and Values - Often a candidate's interests and values can positively, or negatively, affect their job performance.  This is particularly true in sales positions, but can also have a significant effect in customer service jobs and the caring professions, among others.

STEP TWO
Attract the RIGHT Candidate - Create a message to reach your ideal candidates, use technology to attract them.

3. Advertisement - PS² will help you create a message to reach your ideal candidates, and more of them.

4. Telephone Job Information Line - A 24-hour computerised response to job enquiries.

5. Realistic Job Preview - As simple as a group discussion or as involved as a two-day job simulation.

   ^ Top

STEP THREE
SCREEN for Strengths and Weaknesses - Use cost effective tests to screen for those who can and will do the job

6. Abilities/Skills Assessment - PS² can supply the tools to determine whether a candidate can do the job.

7. Job Compatibility Personality Screening - PS² will supply personality surveys to measure characteristics that determine whether a candidate will do the job.

STEP FOUR
Select and Recruit the Best - Use good interview techniques to choose from among the best

8. Structured, Behaviourally-Based Interviews - PS² can develop your structured interview and train interviewers in effective decision-making.

9. Team and Traditional Interviews - PS² structured interview processes can be used by single interviewers in a traditional format or by small teams consisting of supervisors and staff.

10. Hire the BEST - Any part of a selection process will be subject to some error. In a well-designed and well-integrated selection process, this error is minimised by the synergy created from the well-coordinated parts.

At PS² we help our clients integrate the pieces of their selection effort into a comprehensive and seamless process. As a result, our clients have more qualified applicants from which they recruit the best.

For more information contact Nik Plevan on (07773) 362-754 or by e-mail at nik@peoplesuccess.co.uk.
 

^ Top