the selection procedure a to z

The selection procedure A to Z

Tips & tricks

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Applying at IKEA

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Parisa Kashani• Postgraduate Human Resources Management,

VLEKHO - Business School, Brussels, 2007

• Consultant at Search & Selection since 2007

• Specialties: recruitment, selection, direct search, assessment centers, competency management

Thomas Tielemans• Master Industrial Psychology, KU Leuven, 2008

• Relationship Officer at Search & Selection since 2008

• Specialties: Recruitment communication, employer branding, selection, assessment

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Introducing Search & Selection

Founding year: 1977

Team: 30 employees, 15 consultants

Specialties: Recruitment, Search, Selection, Evaluation, Development, HR consulting

Markets:

- Private & public

- National & International

- Multiple industries

- Multiple job profiles

- Multiple levels

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Introducing Young Prozzz

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The job ad

- Intake with client: making a good job ad, try to trigger

- The vacant position+the organization as reference points

- Competency profile: 6 - 8 essential competencies

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Competency dictionary

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• Analyse job ad:

Look for the key competencies

• Letter of motivation:

Give personal description that matches the competency profile

How to maximize the chance to be invited for a job interview

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Analyse job ad

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Recruitment & Search

• Maximum visibility: using online and offline media like jobsites, newspapers, industrial magazines, etc.-> ‘passive’ way of recruiting

• Targeted search: searching in networks, databases (internal & external), job fairs, relationship with schools -> ‘active’ way of recruiting

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Headhunting & International search

Headhunting:- Top profiles (executives) en specialists- Approached in a direct and discrete manner.

International search:- An experienced consultant manages the selection on location. - EMEA, Russia, Asia

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How to maximize your visibility

- CV databases:- Complete your profile- Use relevant keywords- Register at recruitment

agencies

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How to maximize your visibility

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How to maximize your visibility

- CV databases:- Complete your profile- Use relevant keywords- Register at recruitment

agencies

- Social media- Membership of relevant

LinkedIn groups

- Spontaneous applications

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The Selection Procedure

• Step 1: CV screening

• Step 2: Interview (Preselection)

• Step 3: Final selection: Psychotechnical research / Assessment Center

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CV screening

• An application form on our website: www.searchselection.com, is part of the procedure.

• Candidates are screened for the first time based on their cv, cover letter and their answers on the application form.

• Selected candidates are invited for an interview

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How to write a convincing letter of motivation

Explain why:

• you apply: – What is it that attracts you in the job? What will motivate

you?

• they should consider you:– What are your relevant qualities? What is the added

value you can offer them?

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How to write a convincing letter of motivation

Match your explanation with the job profile

f.i. commercial job:

• aim for results and high performance

• love social contacts

• enough challenges

• prove yourself

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The resume

• Make it easy for the recruiter to find all relevant information– Structure

– Emphasize (bold)

• Free CV-check: consultant@youngprozzz.com

• European CV model

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Interview

1. Questioning using the Case Method:

-Hypothetical situation-How react?

Example competency: ‘working together’

Suppose you and your collegue have to organize a training day, but that collegue does not cooperate and gives all the tasks to you. What would you do?

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2. Questioning using the STAR method:

- Starts from a real situation- A more reliable image of someone’s behaviour

Example competency: ‘working together’

1. We ask the applicant to describe a true Situation regarding a certain competency:

Can you describe a situation in which you had to work together with a colleague, but this didn’t go so well?

2. What were your Tasks and responsibilities?

3. What did you do? Which Actions did you take?

4. What was the Result of those actions?

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Interview

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FAQ’s:

• Why did you apply for this job?

• What do you know about our company?

• Where do you see yourself 5 years from now?

• What are your strenghts and weaknesses?

How to prepare for a job interview

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Core Quadrant Model (Ofman)

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Core Quadrant Model (Ofman)

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Final selection

Psychotechnical research: in-depth interview and psychotechnical tests± 4 h

Assessment center: in-depth interview, psychotechnical tests and simulation/ assessment exercise± 6 h

For managerial positions we do an assessment center

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Competency matrix

In een competentiematrix wordt weergegeven welke competentie op welke wijze gemeten wordt.Interview Sim ex 1 Sim ex 2 Test 1 Test 2 Test 3 Test 4

Competency 1 X X X

Competency 2 X X X X X

Competency 3 X X X

Competency 4 X X X X X

Competency 5 X X X X X X

Competency 6 X X X

Competency 7 X X X

Competency 8 X X X X X X

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Psychotechnical tests

• Personality questionnaire

For example: Gordon/GPP-I: Basic

factors of personality (the Big Five)

• Knowledge tests

• Intelligence tests

• Motivation & career choice

• Memory & Learning

• Etc.

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• Management role play

• Commercial role play

• Analysis & presentation exercise

• Planning exercise

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Assessment exercises

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How to succeed in a test day

Is preparation useful?- Knowledge tests: yes

- Personality tests: no

- Intelligence: limited

- Prepare yourself with online example tests

- Good night sleep: very

Manipulate personality? No- measuring social desirability

- Inconsistant profile

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The role play

• Example videos

http://www.youtube.com/watch?v=0MKGpMD67b0&

http://www.youtube.com/watch?v=S6j1Nnj97rQ&

• Example videos

http://www.youtube.com/watch?v=0MKGpMD67b0&

http://www.youtube.com/watch?v=S6j1Nnj97rQ&

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Feel free to contact us

Thomas Tielemans:

t.tielemans@searchselection.com

www.linkedin.com/in/thomastielemans

Parisa Kashani:

p.kashani@searchselection.com

www.linkedin.com/in/parisakashani

www.searchselection.com

www.youngprozzz.com