Measurable Recruitment
Most people use their intuition and experience when selecting suitable candidates for a job and one shouldn't underestimate the value of 'gut feeling'. At HR SUCCES, however, we like to use some psychology and calculation - because we know that a classic mistake in job hiring can cost up to one third of a year's salary.
Process
In a very typical recruitment process the employer ends with 3 or 4 equally qualified candidates for the job, one of whom will finally be chosen simply on the basis of 'gut feeling'. And it is typically here we can help most - with a series of tests and structured interviews.
Testing what, exactly?
To sharpen your accuracy in selecting the best candidate we use three types of test:
1. Proficiency test; details various general skills such as numeracy, linguistic skills etc.
2. IQ test; reveals a candidates ability to comprehend and analyse logical relations.
3. Personality; describes the characteristics of the candidate, for example, their preferences in regard to organizing their work environment, schedule etc., or their decision-making skills and degree of flexibility.
Feedback - who gets what?
You will receive a report on each candidate. These reports will be reviewed in conjuction with HR SUCCES where you will have the opportunity to compare the candidates and from this select the 'best suited'. Why don't we say the 'right' candidate? Because it can only be seen that it is the 'right' candidate when he/she has made a positive contribution to your bottom line! And such contributions are most often down to personal qualities - will, commitment, attitude etc.
But each candidate will also receive feedback. We can assure you of that! For the simple reason that, even though only one person is chosen for the job, the others remain part of your network and potential ambassadors for your company. If you treat them professionally and honourably, they will remember you . . And every connection is a potential sale.
Do you get more than just feedback?
Absolutely. Having comprehensively interviewed and tested the successful candidate we can tell you exactly how best to employ him/her and where, effectively translating the knowledge we have gained into hard cash on your bottom line. We can tell you precisely how the relevant employee can be most efficiently introduced to the job, saving your time, your resources and, most importantly, your money
How long does it take to start the process? From the moment you get in touch with us to when we have contacted the candidate and booked a meeting takes typically max 24 hours.
Most people use their intuition and experience when selecting suitable candidates for a job and one shouldn't underestimate the value of 'gut feeling'. At HR SUCCES, however, we like to use some psychology and calculation - because we know that a classic mistake in job hiring can cost up to one third of a year's salary.
Process
In a very typical recruitment process the employer ends with 3 or 4 equally qualified candidates for the job, one of whom will finally be chosen simply on the basis of 'gut feeling'. And it is typically here we can help most - with a series of tests and structured interviews.
Testing what, exactly?
To sharpen your accuracy in selecting the best candidate we use three types of test:
1. Proficiency test; details various general skills such as numeracy, linguistic skills etc.
2. IQ test; reveals a candidates ability to comprehend and analyse logical relations.
3. Personality; describes the characteristics of the candidate, for example, their preferences in regard to organizing their work environment, schedule etc., or their decision-making skills and degree of flexibility.
Feedback - who gets what?
You will receive a report on each candidate. These reports will be reviewed in conjuction with HR SUCCES where you will have the opportunity to compare the candidates and from this select the 'best suited'. Why don't we say the 'right' candidate? Because it can only be seen that it is the 'right' candidate when he/she has made a positive contribution to your bottom line! And such contributions are most often down to personal qualities - will, commitment, attitude etc.
But each candidate will also receive feedback. We can assure you of that! For the simple reason that, even though only one person is chosen for the job, the others remain part of your network and potential ambassadors for your company. If you treat them professionally and honourably, they will remember you . . And every connection is a potential sale.
Do you get more than just feedback?
Absolutely. Having comprehensively interviewed and tested the successful candidate we can tell you exactly how best to employ him/her and where, effectively translating the knowledge we have gained into hard cash on your bottom line. We can tell you precisely how the relevant employee can be most efficiently introduced to the job, saving your time, your resources and, most importantly, your money
How long does it take to start the process? From the moment you get in touch with us to when we have contacted the candidate and booked a meeting takes typically max 24 hours.
Successful Job Interviews
When your firm needs an extra pair of hands, it's always good to bear in mind that a whole person will be given the job. It's not always possible to get it 100% right when employing someone. It's always about employing a "whole" person. Nevertheless, you can use a variety of tools to get closer to the "right" candidate.
When your firm needs an extra pair of hands, it's always good to bear in mind that a whole person will be given the job. It's not always possible to get it 100% right when employing someone. It's always about employing a "whole" person. Nevertheless, you can use a variety of tools to get closer to the "right" candidate.
