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Recruitment and selection

Recruit the right person to the right position!
Given the opportunity to land a new job or to be promoted, people may tell you what you want to hear instead of the truth. Additionally, so much of their success depends on the specific type of job and the organization in which they would work. Success seldom transfers automatically. The cost of a bad hire is very high considering the hiring and ramp-up costs, low productivity, and disruption to customers and co-workers. Most organisations have experienced the disappointment of hiring the wrong person which can be due to using the same recruiting methods for each new vacancy. This, however, refers to the fact that the process in use does not always give consistent results.

Recruiting new employees is one of the main strategic opportunities to reduce costs and increase efficiency in the long term perspective. Provided of course, the hiring process is successful on the first try. With the conventional selection methods, there is a danger of being excessively influenced by a recruiter's personal impression of the candidate, leaving the future employer with inadequate knowledge of the candidate's capabilities, character, and interests. Recognized management guru Peter Drucker believes that about 2/3 of all hires may be mistakes; hence, the use of all available resources to identify the best person for the vacant position is of substantial importance.
Use all of your resources!
Harward Business Review study (No. 80505) has shown that a correlation between a successful interview and good job performance is only 14%. Simply put, the interview method it is likely to result in one successful hire out of seven, only. Should such circumstances occur in an organisation, alternative recruitment methods ought to be looked for. As suggested by the referred study, additional personality, abilities and interests testing together with job matching can increase the possibility of finding great employees up to 75%.

HBR eng
  • Reference checking - having excellent references increases the likelihood of a candidate matching to a company from 14% to 26%
  • Personality testing - tests that measure personality traits increase the acceptance ratio of a recruiting process up to 38%
  • Abilities testing - according to employers, testing abilities increases the likelihood of success to 54%
  • Interests testing - adding interests assessments, the ratio raises up to 66%
  • Job matching - the most successful recruiting processes have proven to be those in which a variety of resources and methods are combined in order to determine a candidate's match to a specific position by comparing their abilities and personality traits to the ones of the most successful employees in same or similar positions