recruitment & selection in the 21 st century people and business in harmony

Recruitment & Selection in the

21st Century

People and business in harmonyPeople and business in harmony


Agenda

• Recruitment Methods• Assessment Centres• Psychometric Tests • Role Plays • Competency Based Interviews• Presentation• The General Do’s & Don’ts


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’


Assessment Centre

The name given to the venue where a range of

recruitment and selection exercises are

administered


Psychometric Tests

A way of assessing a person’s ability or personality in a measured and structured way.

•Ability•Personality•Interest


Ability TestThere 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


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


Interest Tests

• Questionnaires that examine a person’s 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.


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


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


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


Dos & DontsDO• 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 CV’s• Know the company, market, competitors, interviewers• Salary expectations – do your research - PayScale.com

DONT• Use zany email addresses - “buckfastwino@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


Thank You

Kathy Hanna & Chris Doyle

Key Consulting2 Belmont Office Park

Belmont RoadBelfast

BT4 2AW

Tel: 02890 769900www.keyconsulting.co.uk

recruitment & selection in the 21 st century people and business in harmony

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