This week we’re back on the topic of recruitment.
It seems that recruitment and retention is the biggest challenge for businesses at the moment so I thought I would share a couple of tips with you.
- REACH profiling
- Skills assessment
I use the REACH profiling system because it is a comprehensive ecosystem.
Not only does it provide a number of different reports such as Personal, Communication and Leadership, we can also generate an Interview Companion.
The Interview Companion is gold. It is based on “strengths-based selection”.
In other words, we want to hire people in roles that are suited to their strengths.
We know that interview is the least reliable form of recruitment because applicants tell us what they think we want to hear.
The Interview Companion helps us to clarify the strengths we want for each role, which makes it very easy to see if the candidates’ strengths match the role.
The second tip is to assess the skills either before, during or after the interview.
If touch typing is important for the role, you can test this at https://10fastfingers.com.
If spelling, grammar and formatting skills are important, you can test that too.
Perhaps you need someone who can get their way around Excel. Ask them to complete a couple of tasks in Excel. You’ll soon see how well they can use it, as well as how they interpret instructions.
It’s okay to assess the candidate’s skills, if it’s important to you that they come with skills.
Some companies are happy to train and they need to test for attitude and aptitude. One way to test attitude is to invite the candidate to come to work with you for a few hours or a day. They get paid, it’s not for free, however it gives you an opportunity to see whether they have initiative.
It allows you to see how they communicate with and relate to team members and customers.
Determining the assessments and criteria can be quite easy if you have taken the time to be clear on what you want from the role and have worked out the K.E.S.A.Q. required for the role.
And the third and final tip is “don’t be desperate”. When you’re desperate, you’ll most likely hire the wrong person and then end up having to do it all over again within a few months.
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