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The recruitment process
Like managing any part of your business, recruitment is an activity (arguably the most important) best broken down into processes. This site is not intended to be the definitive guide to recruitment, for a more in depth insight, we'd recommend Recruiting Excellence by Jeff Grout and Sarah Perrin. However for a glimpse into the how and what to do, read on.
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5 effective rules for reviewing resumes
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A key factor when interviewing is to remove the prospect of interview bias – i.e. hiring someone you like rather than someone who is spot on for the role. Methods to minimise this effect are to, read more |
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Assesment Tools
Testing tools can provide a valuable, external perspective when assessing prospective staff. However, there are some caveats and profiling is not necessarily the silver bullet you may think.
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These are tests which focus on the way that an individual will behave in a set of circumstances based on posing a range of situational based questions.
e.g.: I prefer the company of people: (please circle)
Rarely sometimes I don’t mind often always
These are then used to predict how you will react to situations in future. read more |
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Aptitudinal / Intelligence Tests
These are tests that involve a combination of verbal and numerical reasoning and are frequently multi-choice. They are usually time restricted and it's likely the use of a calculator will be restricted. Some of the more advanced tests will then provide an indicator of the candidate's IQ level although the accuracy of that result varies widely.
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Technical Tests
For roles of a ‘technical’ nature, i.e. software development, database administrator and so on, these are of value to get a comparative idea of the candidate's ability. There are a range of tests available online but, as specific technical environments have their own idiosyncrasies, they are limited in assessing the person's ability to be effective in your environment. So the best thing to do is have a senior employee create a test with escalating difficulty and then ask candidates to complete.
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The Key to Tests
The key with any test, be they aptitudinal, attitudinal or technical is that you have some experience with it and the results don’t need to stand alone. An isolated test profile is of value as a management tool but should not be used as a reason to, or not to, hire. The ideal scenario is to find a reasonably priced test that suits your need and then request the vendor allow you to test three people from your current team. The test subjects should be an i)over-performer, ii)a solid employee and iii) someone who the company can do without.
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Have you been through a recruitment process only to reach the end without a positive outcome? Click here for some suggestions which may help. read more |
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Yours is an organisation like no other. Potentia acknowledges this and seeks first to understand your business before offering our services. People are your greatest asset, and we add real value to these assets by complementing your team by appointing industry professionals, or achieving their maximum effectiveness through coaching. Click here to read about some of the things we do to help you.
But don’t just believe us! Check out what some of our clients have said. Read more... read more |
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