| Recruitment |
Which of the 3
most common staff selection mistakes
are you guilty of ?
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1. Not knowing what you need |
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Employers often do not think about what is required to successfully perform in a position
until an employee resigns. They are then confronted with filling the position just to
stay afloat and not enough thought is given to the qualities required of a prospective employee.
It is imperative to have a firm set of criteria against which to judge all candidates.
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2. Not being objective |
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Research has shown that most interviewers make up their mind about a job applicant within
the first few minutes of meeting them. This first impression then clouds the rest of their
interactions throughout the interview. For example, we may make allowances for people that
we like or exaggerate negative points about people that we don't like.
This is clearly not going to achieve the best result.
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3. Not making the applicant work hard enough! |
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This problem manifests itself in a number of ways.
Often the candidates have been asked the same questions many times before so their
answers are well rehearsed.
Most interviewers accept what an applicant says and do not probe hard enough to get
the details that indicate whether the person really did achieve what they claim to
have done.
Finally, the interview process itself, if not properly planned using proven techniques,
can end up being a friendly chat. Everyone feels relieved at the end but you
don't have what you need to make an informed decision.
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An expensive lesson |
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The most valuable asset in a business is the team. It is the interactions with your
staff that customers remember, and judge your organisation by. The hiring process is
expensive, and letting go of unsuitable employees can be difficult, time consuming and
distressing.
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We all like to think that we are good judges of character and ability. Unfortunately
we tend to let our own emotions and biases get in the way of making the best decision.
Many people come across extremely well in an interview but their work performance may
not be what you expected.
As well as the direct financial costs of employing the wrong person, your business could
lose customers, and good employees may even leave as a result of having to work
alongside a poor performer.
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Dismissal laws can make it hard for some businesses to terminate employees. Even if you
are not governed by such rules it is a lot better to avoid hiring an inappropriate staff
member than to try and let them go! A claim of unfair dismissal can cause considerable
financial and mental distress.
Getting the right staff can be a serious issue. How many of these apply to one or members
of your team?
- Difficulty following directions.
- Tends to undermine the team with cynicism and lack of support.
- Lacking in motivation.
- Not assertive enough.
- Too assertive.
The best thing you can do to avoid difficult staff is to not hire them in the first place!
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There must be a better way |
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There is. Be prepared. Use a proven, scientific methodology to maximise your chances
of getting the right candidate. Here's a step-by-step guide to hiring the right staff,
first time every time.
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1. Formulate a profile |
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You are the best judge of what sort of person you require in a given position. We will
work with you to develop a profile of the ideal person. This results in an objective set
of selection criteria against which all candidates may be judged.
When you have definite selection criteria the questions will practically write themselves!
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2. Be objective |
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It is impossible to completely eliminate your feelings in an interview situation but
you increase your chances of success if you treat each candidate equally by
following the pre-determined plan.
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3. Put the candidates through their paces |
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To be sure that the candidate has the ability to perform the technical requirements of
the position there is a range of tests that can be administered. The tests
chosen will vary depending upon the skills that you are seeking.
Research shows that a person's personality is just as important to their performance in a
job as their technical skills. Unfortunately, this is the part that is usually overlooked.
Some of the aspects highlighted by personality testing include:
- Ability to work well in a team,
- Ability to adhere to rules,
- Ability to follow instructions and accept feedback,
- Assertiveness,
- Warmth and interpersonal style.
At The Psychological Assessment Centre, we can help you avoid nasty surprises through the use
of objective psychological assessment of candidates prior to employment. We use only the best
available tests that may only be interpreted by registered psychologists. This ensures the
highest quality result for you.
A popular misconception is that psychological testing is an extravagance that applies only to
executive appointments. However it is also extremely useful in selecting Receptionists,
Secretaries, Clerks, Salespeople, Supervisors and anyone else employed in your business.
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How does it work? |
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The process begins with a meeting to discuss your needs. We want to understand the technical
requirements of the position, and the ideal type of person you are looking for. Working
together, we will help you design a profile for that ideal employee.
It would be too costly to test everybody that applies for a job. We can help you set definite
criteria for the role that you are advertising but you perform the initial screening yourself.
Interview the number of people that you feel comfortable with and pick the best four or five.
We will test the chosen applicants as a group to keep costs down. During the half-day procedure,
the candidates perform aptitude tests to ensure that their technical skills meet requirements
and then they undergo a personality test to determine if they have the personal qualities that
you require.
The test results are analysed by a qualified psychologist and you receive a report indicating
each candidate's compatibility against the pre-determined profile. We highlight areas of concern
and formulate questions that you may ask of the candidates in a second interview to uncover
information that is not normally obvious with standard interview questions.
Some people avoid psychologists because they think that they just deal with "nuts". Let us
help you before you need that service!
For immediate relief, call us on 3832 0517.
We Guarantee
- Reports designed specifically for your needs,
- Fast turn-around,
- Accurate results,
- Excellent follow-up service.
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