The New Selection Process
We are supporting decision-making using the latest testing tools and more intense investigation. Feedback from our clients and candidates is positive. One of the upsides of good, well-planned competency interviews conducted via Zoom or MS Teams is the focus on the quality and relevance of the answers, free from any distractions or pre-judgements. It eliminates particular aspects of unconscious bias that can be gained from body language and first impressions. We work with our clients advising on the structure, content and collateral used to make sure this stage is seamless and a positive not a put off. During lockdown, we have undertaken over 250 Zoom/ MS Teams selection interviews, we have hosted over 20 panel selection interviews (We introduce the people, process and act as host) and we have advised many clients on effective competency questioning and testing.
We have an opportunity for widespread change that we are advising our clients and candidates to embrace. During the Transition Period, companies need to adopt and demonstrate safe recruitment and selection strategies. This should include the use of technology, facilities that are fit for purpose, clear evidence of risk assessment and practical social distancing. It is also important to consider the impact of the current climate on the Employee Recruitment Experience, maybe more so than ever. It can win or lose you the best talent at the first stage. Propose a process that potential candidates feel uncomfortable with and they will decline at stage one. Propose a slick process, with easy engagement, that is safe and practical with someone on hand to help and guide and candidates will embrace it. We recommend that wherever possible preliminary discussions be conducted using Zoom or MS Teams. It is more practical, and the technology is capable. It will make the interviewer and the interviewee feel safe, speeds up the early selection stage and if it is well planned and constructed, it is as effective as meeting face to face.
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