Recruitment can be so subjective – does the candidate immediately make an impression on you? Are they articulate? Do they dress well?
Best Practice in Recruitment says:
1. Specify the Job
2. Give equal weighting to:
a. Job Description
b. Behavioural Specification
5. Job Offer
6. Individual Joins Organisation
By using a psychometric assessment tool to specify the Job you can build a benchmark profile. Using this benchmark you can objectively match each candidate to the role, based on their innate temperament.
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