Selection Support

Hiring the right person - right peg in the right hole

From personal experience and with the wisdom gained from coaching many clients, recruitment is a simple process, providing you have a recipe to discover what the job is you want to fill. Once you have the recipe, you need to find out as much as possible about the potential candidates, before you spend time on interviewing them. You will then know more about the candidates, than they probably know about themselves.

The majority of selection is based on the “Whats” (experiences, achievements, events, positions, certificates) of the CV, which leave behind the most important questions of “Why’s” (the drivers and self-motivation) and the “How’s” (the behaviours). If you don’t know the answers to these questions you are walking blindly into a minefield, which is now littered with legal imperatives and constraints that make employing people dangerous, expensive, stressful and time consuming.

A lot of recruitment is flawed because most people don’t use the tools that are available. Once you know the incredible value of the profiling tools, which enable you to understand the candidates amazingly accurately. It is then a simple case of lining up the applicant’s profiles and the parts of the CV and choosing, which ones you should interview…

My process is split up into seven sections – Background, Job design, Marketing, Filtering, Profiling, Interviewing, Deciding – and these are then exploded into twenty six different actions. Depending on the amount of information you already have maybe you won’t need all of the twenty six actions but you will need some of them if you want not receive the full benefits of:

• having a proven selection system reduces your stress levels as you are dealing with the “known” and not the “unknown”
• as you have a system you know how much it is going to cost and how much time is involved. This again means less stress
• knowing more about the candidates than they know about themselves, means that you are in the driving seat and not vice versa
• filtering out the those people who don’t fit the Job Culture or the Team Culture or the Company Culture before you even meet them saves immense amounts of time and money
• knowing what sort of questions to ask the candidates at the interview and why those questions are important is a crucial part of discovering the facts before you employ the individual.

Testimonial

William Barron - Recruitment and Selection Process

William has helped Retailmap with recruitment and selection for over 3 years.  Before William helped us change our recruitment and selection process we had a relatively high turnover of staff, especially at our entry level which meant that we were spending a lot of time (and therefore money) on recruiting and training staff who ultimately left within a short period of time. Since using the processes that William has helped us set up we now have a fantastic work force who are all motivated and enjoy their work. This year when someone resigned it was the first time anyone had left in 3 years!

We have profiled each level of job and we now only interview people who have been identified as having the correct profiles – this has saved time in interviewing and has also ensured that we only interview people who ultimately fit the job profile. I would recommend William’s system to any employer – I was sceptical at first but the proof is that we now have a great workforce who really enjoy their jobs. There’s no turning back for us – I would never hire anyone again who didn’t fit the job profile!

Lynn Bradbury

Director, Retailmap

Background information

Profiling

For years the flexible, un-checked CV has been the benchmark to gauge the quantitative area of “WHAT” people can do by looking at education, training, experience and references, but this misses out the hugely ever more important qualitative aspects of “WHY” and “HOW” see Motivational and Behavioural Profiling. It is becoming increasingly important to know more about these qualitative areas, such as behaviour, attitudes, motivators and values

As a result of profiling and coaching hundreds and hundreds of people I know from experience that many people are in the right company but in the wrong job. It is a very simple process of discovering what:

• motivates people
• their hot buttons
• their passion is
• they want out of life

Once you know this, they will work until the cows come home for you. Retention therefore is knowing more about your staff than they know about themselves and making sure that they are in the job that was made for them. If you want to know how this can be achieved then you need to talk to me at....

Cost Benefit Analysis

Market research demonstrates that it costs between 30% and 45% of an individual’s salary to decide to recruit, write the advertisement, advertise the post, read the replies, decide on the candidates to be interviewed, carry out the first and second interviews, have meetings to decide on the chosen individual, get them in post, teach and train them and that is even before they begin to produce. After all this only 35% to 45% of recruitment is successful.

Therefore the total cost for each recruitment amounts to between £9,000 minimum for a £10,000 post up to £30,000 for a £45,000 position. As the risk or unknown element of recruitment can be reduced dramatically, it is estimated that up to 90% of this can be saved with the adoption of the PIAV and DISC profiling, whose costs start from £20. The saving is due to the fact that you know more about the candidate than they know about themselves, even before you meet them. Why throw money away when the answers are simple and I can explain them to you …

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Benefits of Profiles

There are huge benefits with the profiles that I use, which are all taken online with response times being about 30 seconds. Apart from being quick they are:-

• easy to complete – about 10 minutes over the internet, at home or in the office
• very cost effective – save loads of time and money
• invaluable when deciding whom to employ when recruiting staff
• able to identify what personal development is needed
• a great help when explaining to directors and managers about people characteristics and better ways of communication
• quick to discover what sort of person is needed on a Project Team
• uncannily accurate – see on paper the individual characteristics of people, often before you even meet them, that explains the qualitative area of “WHY” they do things and “HOW” they do them...

Profile reports available 

• Workplace Motivators - identify what the job entails from the perspective of various people, not just one person as is normally the case - see Workplace Motivators example
• Core Drivers - which explains twelve different parameters as to people's core drivers that enable you to understand exactly what drives your applicants and whether they fit your company culture see Core Drivers Motivator Profile
• Employee Manager – clarifies individual work styles and behaviours and resultant employee-manager relationships see DISC Behavioural reports

Diagnostics

Diagnostics can be created very simply by one person or a group of people who want to quantify a particular problem or situation. The diagnostics are made up of a group of questions, normally about ten to twelve, which are then given values by the person carrying out the diagnosis. These answers are then added up to provide an overall value. Here are some examples:

• How does your company deal with direction?
• How is the communication quality in your company?
• How are your areas of expertise?
• What is the overall view of your business?
• How are the relationships in the Family Business?
• How is Succession Planning being handled?