More Recruitment and Selection Case Studies
Case Study 1: How can you recruit better employees?
The Project
Due to changes at the very top of their organisation, a local government Council found themselves in the position of having a number of senior posts to fill. These were key positions and it was vitally important that the persons appointed would have the skills and attributes to carry out their role effectively.
Discussions between senior management and Human Resources resulted in the decision that additional information should be sought on the applicants through the use of psychometric assessment. As HR did not have this expertise in-house, Team Insight were asked to provide psychometric testing services.
Some personality assessment was desired as well as, for some posts, ability testing on numerical skills and/or verbal reasoning.
Logistically, this project was complicated. The candidates for the four posts on offer lived in various parts of the country. They had to attend for interview at least once and there was reluctance to have them attend for a further time in order to complete psychometric tests.
SHL Tools Used
A number of the selection panel members had had experience of using psychometric tools previously. In particular, the OPQ32 (Occupational Personality Questionnaire) had been experienced by some before and was well respected for the value it brings to the decision making process. The 32 personality characteristics provide a very broad assessment of the individual. The instrument also measures how consistently the candidate has responded across the questionnaire, which can be very helpful.
None of the selection panel members had any real knowledge of ability testing. However, having had experience of the value add of using such tools, Team Insight suggested that SHL’s Verify online tests be employed.
A big concern from clients can be that the candidate might be able to cheat when taking an ability test unsupervised online. One of the big selling points of SHL’s Verify tests is the availability of the Verification Test. If there is any concern or suspicion that the candidate might have cheated, they can be given an additional short test on site. This confirms the integrity of the results gained from the unsupervised test. In Team Insight’s experience, such a verification process has never been necessary.
Another advantage of using SHL’s Verify tests in this instance is that they have a Public Sector/Government norm group. This makes the results more meaningful.
The Outcome
The OPQ32 and Verify Tests were quick and easy to use across the Internet. Individual confidential feedback sessions were held on the telephone with each candidate in order to verify the results of the questionnaires. Each candidate received an individual report for their personal reference and future development. The selection panel received reports on each candidate in time to prepare questions for the interview.
The selection process for the candidates required considerable time and effort on their part. At the end of the procedure, even if they were not offered the job, they had had an in-depth and valuable experience. They also had report(s) which are of great use in themselves. Candidates would have felt that they had gone through a thorough, worthwhile and fair selection system.
Case Study 2: How can you recruit & develop successful sales people?
The Project
A vacancy had arisen for a Director of Sales position and a local recruitment consultancy were given the task of finding a suitable candidate. Following discussions with the client, it was decided that useful additional information should be sought on candidates through the use of psychometric assessment.
The recruitment consultancy asked Team Insight to provide this assessment service on their behalf.
Timescales were short with the initial interviews having already taken place. Further complications included the difficulty in the short-listed candidate being available to complete questionnaires and undergo feedback sessions within the time available.
SHL Tools Used
Team Insight suggested using SHL’s OPQ32 (Occupational Personality Questionnaire). This is available virtually instantly online. Providing the candidates complete the questionnaire in a timely fashion, a report can be produced quickly, discussed with the candidate, agreed and submitted to the client.
The OPQ32 measures 32 aspects of an individual’s behaviour in the work situation. For this senior sales position, it was possible to home in on those aspects which are particularly important for this type of job. Specifically, the following areas were of interest: Influence, Sociability, Interacting and Presenting, Delivering Results and Meeting Customer Expectations.
Close examination of these aspects and an assessment of the candidate’s personality against them were invaluable in a number of ways. It indicated whether the job might keep the interest of the individual in the long term or whether they might soon tire of the post and move on after a short period of time. It also suggested possible areas for the future development of the individual as he grew in the role.
The Outcome
Because the OPQ32 was readily available online, the short-listed candidate was able to complete the questionnaire quickly. Team Insight produced a Candidate Report which was discussed over the telephone with the candidate. Additional explanation and information was included in order to give the clearest picture possible of the candidate and his behavioural characteristics in the workplace.
The candidate received a copy of the final version of his Report. The recruitment consultancy received their Manager Report on the candidate in time to pass it to their client. The client had the opportunity to discuss the content of the Manager Report with the recruitment consultant and was able to draw up questions prior to the final interview taking place.
The advantages of using this process were clear. The candidate felt that he had gone through a robust selection procedure and he received a report which is of current and future value to him. The client was given a more rounded picture of the candidate and his likely suitability for the job. Also, the client was able to prepare pertinent behavioural interviewing questions before the interview itself.