Recruitment & Selection

in the
21st Century

People and business in harmony

Agenda

Recruitment Methods
Assessment Centres
Psychometric Tests
Role Plays
Competency Based Interviews
Presentation
The General Dos & Donts

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Recruitment Methods

Newspaper or Trade Journal Advertisement

Company Website
On line job boards - NI Jobs, Recruit NI, Loadzajobs
Job Centres
CV Databases Monster, CV Library etc
Executive Search & Recruitment Agencies
Specialist Headhunters

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Assessment Centre
The name given to the venue where a range of
recruitment and selection exercises are
administered

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Psychometric Tests
A way of assessing a persons ability or personality in a
measured and structured way.
Ability
Personality
Interest

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Ability Test
There are 2 types of ability tests:
Attainment tests
Examine the skills and knowledge you already possess
Designed to assess what you know at the time of the test i.e.
driving test or a word processing test
Aptitude tests
A measure of your potential for certain activities
Do not rely on any previous knowledge or training, but more on your
natural ability or aptitude
Most common tests - verbal and numerical reasoning

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Personality Test
Designed to allow organisations to measure aspects
of personality
There are no right or wrong answers
They seek to present a picture of how a person will
behave in particular circumstances

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Interest Tests
Questionnaires that examine a persons interests
Often used in careers guidance
Useful in the selection process as they enable the
employer to know if the candidate is a suitable
match for their vacancy.

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Role Plays
Can be conducted as part of the initial screening
process at Assessment Centre or alternatively may
form part of the interview process
Used to test the candidates ability to:
work as part of a team
use of initiative and problem solving skills
cope under pressure

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Competency Based Interviews

Based on the premise that past behaviour is the best predictor of
future behaviour
Interviews are structured, with questions that relate directly to
the essential criteria / competencies required for the post such
as Team Work, Ability to Lead, Problem Solving
Questions: Please give me an example when. . ." or
"Please describe an occasion "
Extra curricular activities are a MUST for school leavers as they
can relate experience to these questions

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Presentations
Initially associated with the recruitment of Executive
or Sales & Marketing related roles
As roles become more technologically driven the
candidate may be asked to compile a presentation to
illustrate their design or IT capabilities
Some employers merely use this as a means of
testing a candidates level of confidence and ability
to cope under pressure

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Dos & Donts

DO
Keep a track of all applications - what job did I apply for?
Consider your voice message on your mobile - time and a place
for 007
Proof read emails, cover letters and CVs
Know the company, market, competitors, interviewers
Salary expectations do your research - PayScale.com
DONT
Use zany email addresses - buckfastwino@gmail
Use text language on any correspondence - CV 4 u to look at
Save your best behaviour for the employer
Create just one CV or cover letter - Tailor each application
Get your parents to make the initial application

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Thank You
Kathy Hanna & Chris Doyle
Key Consulting
2 Belmont Office Park
Belmont Road
Belfast
BT4 2AW

Tel: 02890 769900

www.keyconsulting.co.uk
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