Is everyone clear on what you are looking for and recruiting cohesively to the same job demands?

Often people recruit on skills, experience or because they like the person. Success rate on this alone is usually fairly poor. It is also common that those involved in hiring have different agendas to which they are recruiting! In fact, due to unclear job descriptions (not just on WHAT but also HOW a job should be done) and mixed direction from interviewers, success rate of recruitment is usually only 20% according to a CIPD study in 2012. That is from using just CV, covering letters, interviews, references and the basic selection processes.

By adding a scientific objective, common and clear expectations and proven psychometric people profiling tools, you can significantly improve your chances of recruiting successfully. Integrated into an assessment centre, profiling assessments add great weight to your decision making ability.

Coupled with effective management and leadership, retention rates shall also improve!

The difference between recruiting someone who is OK for the job and a star performer also contributes to the success level of recruitment. Ideally I’m sure any business would like to add weight to the top % and reduce the middle and bottom % of your employee performance ratio.

Are your managers skilled in recruitment? Does each department handle their own recruitment? How can you equip them to objectively and fairly handle a recruitment procedure and then manage, motivate and lead the successful recruit?

Firstly lets clarify and agree job description according to what and HOW the job should be done. What are their competencies? How can these be measured? Do you have unique culture needs? Is there an Aptitude and Ability demand to the role? How fast do they need to hit the ground running? What impact on the team does this role have? What does ‘good’ look like?

Then compare goodness of fit to the role. Objectively assess self awareness and their ability to adapt to behavioural demands. Use a interview technique that helps to un-lock the ‘real’ person not just the mask you see at interview; what makes them ‘tick’. What wider potential may they have? Fair, proven and scientifically developed psychometric people profiling tools build a wider picture and understanding, not just for the business but for the candidate also. Create the right conversations and information flow. Profiling can also be used in Career Guidance. Both within business for succession planning, re-deployment, and role changes and also for School / College leavers and University graduates. Do they know what they want to do? What job styles will suit them? How are they best managed? What are they good at? How self aware are they?

Graduate recruitment can be tricky in assessing candidate ability and style. Qualifications on paper is one thing; potential, fit to role and fit to organisation, personal style and pace of learning are areas hard to asses. Again this goes back to the ‘HOW’ not the ‘what’ is done. Two graduates from the same university with the same degree result in the same course can be two highly different people. Let’s help you identify the best for your organisation! What makes them different? Are they as good as each other?