| |
|
|
| |
EXPERT ADVICE |
 |
|
| |
|
|
| |
WHO WOULD BE the candidate with the “Right Fit” for a job is a complex question and calls for complex recruitment procedures. Companies use myriad selection techniques like interviews, psychometric tests, group exercises, simulated work samples, presentations and even handwriting analysis. These methods lead the applicant in a mini – job like selection environment where they would get a flavour of the job type and on the other hand the interviewer would get to evaluate the work sample which captures the core competences of the real job. |
|
| |
|
|
| |
THE INTERVIEW is the most commonly used tool for selection at any level across industries. It is a practical and a cost-effective technique to distinguish the most suitable applicant from the others. Many large firms use structured interviews for selection i.e. questions related to specific goals and core competencies are detailed before an interview commences. Typically in a business context, the interview can range from a single round to a panel interview or a sequential step by step approach e.g. for a position of a Training Manager for a hotel, the sequence of interviews will be Corporate HR – GM – Sr. Ex. VP – Chairman |
|
| |
|
|
| |
PSYCHOMETRIC tests as are being used increasingly to add to the inputs of a plain interview. A leading hospitality brand has recently introduced the Thomas Profiling Test as one of the criteria while selecting senior and middle level employees – this is a 10 min multiple choice questionnaire about behaviour. A Thomas profile explores strengths, skills, emotions and weaknesses of a person that can be mapped on to the job profile. According to the Training Manager “…. It definitely helps us find individuals with the desired skill sets, it enables us to know if the candidate matches the cultural fitment criteria for our organization …” |
|
| |
|
|
| |
MAX NEW YORK LIFE uses SHL’s OPQ (Occupational Personality Questionnaire) for its senior level management and the PF 16 test (Personality Factor) for the entry level agent advisors. On the effectiveness of the instrument as told by Nilay, Head HR North and West, “There is a high degree of correlation between the test and the performance of the candidate …we could say that the success rate in identifying the right person for the right job is about 70% -80%” |
|
| |
|
|
| |
WORK SAMPLES are another method. Some companies design assignments to generate work samples from candidates. These assignments create a mini job like environment to assess candidate’s capability in real time business situations. |
|
| |
|
|
| |
HUMAN FACTORS: While all these initiatives have made recruitment a deeper and more objective process, the human factor i.e. how the selector “likes” or “vibes with” the candidate can not be wished away. And maybe we would not even like to do away with it. Employees and Employers alike report that it is important to get the right “feeling” about people you work with. Most recruitment processes will factor this “personal factor” into any recruitment process. |
|
| |
|
|
