Are you fed up with having your time wasted by applicants who don’t turn up for interviews or people who do turn up and are playing Interview Roulette. The interview goes well , so you think, as they said everything that you wanted to hear and you find that perfect person, only for them to turn down your offer for one reason or another.
Actions speak louder than words don’t they say?
So how can you get a better result?
Our unique process puts all applicants through a series of escalating tests and one of those steps is to take a two pronged assessment of their personality to identify their attitude 1st & foremost but also to establish where their natural strengths will lie. We look at their Personality characteristics and also their behavioural tendencies and preferences so that they can be matched to the type of position on offer.
For example. For a bookkeeper position you would usually expect that the best people will be highly detail oriented and less distracted by new ideas as there is a well worn path that needs to be followed. You probably want them to be more introverted and inward looking toward the figures.
On the other hand if you want a customer service person an outgoing effervescent character will probably fit the bill better.
The results from the assessments can tell you an awful lot about the person and be really useful, but also, the fact that the applicant has invested ¾ of an hour doing this also starts to indicate to you about their attitude & enthusiasm for the role.
By using this de-selection process, ie. the applicant de-selects themselves by not jumping the hurdle and not doing the work, then the ones who do, will prove by their actions, that they have a great attitude, persistence and will be willing to do what is required.
How much time does this save you churning through all those CV’s?
One Hurdle that you can easily put in place is the use of a telephone interview. So the purpose of this is two fold. 1. To glean some extra vital information and 2. To test their enthusiasm & attitude. Again if they don’t turn up at the allotted time or at least contact you to re-arrange then they deselect themselves out. We recommend that you do these in one batch. Allocate only ½ hour of your time and include up to 12 applicants. What we have found is that around half of them will not turn up which leaves time for the others and a brief 5 minute conversation with each.
Just imagine, you have attracted a large number of people for your role, they have had to jump over several hurdles & tests along the way.
What do we now know about these people?
It suggests they are actually interested in the job you are offering, they have shown persistence in pushing through the steps, they have a good attitude and they are responsive. They are also likely to be adaptable as they probably haven't had to go through this type of process before. You will know their personality characteristics and the natural behavioural tendencies.
How much more likely do you think they are to turn up to your interviews now?
How much more likely are they to be genuinely interested in what you have to offer?
If you would like to hear more about how we can take all this process away from you.