Recruitment & Selection in the 21 st Century People and business in harmony.

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Presentation transcript:

Recruitment & Selection in the 21 st Century People and business in harmony

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

People and business in harmony 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’

People and business in harmony Assessment Centre The name given to the venue where a range of recruitment and selection exercises are administered

People and business in harmony Psychometric Tests A way of assessing a person’s ability or personality in a measured and structured way. Ability Personality Interest

People and business in harmony Ability Test There 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

People and business in harmony 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

People and business in harmony 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.

People and business in harmony 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

People and business in harmony 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

People and business in harmony 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

People and business in harmony Dos & Donts DO 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 s, cover letters and CV’s Know the company, market, competitors, interviewers Salary expectations – do your research - PayScale.com DONT Use zany addresses - 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

People and business in harmony Thank You Kathy Hanna & Chris Doyle Key Consulting 2 Belmont Office Park Belmont Road Belfast BT4 2AW Tel: