What are the steps we need to take to design a robust interview & assessment process?

MOST LIKELY SIGNALS

You don’t have an HR or Talent team to handle this. You have recruited in the past, but it hasn’t worked out. You want to make sure your processes align with best practice (being ethically sound, non-discriminatory, fair, consistent, and robust). Your business has reached a size where you need to implement a proper recruitment process.

HOW WE WILL HELP YOU

• Following the discovery call and your confirmation of the Statement of Work, James will ask you to provide essential information including; Company Information, The Job Vacancy Details, Company Structure, Company Culture.

• On receipt of the documents, James will review the information and request a call with the Hiring Manager and Divisional Director (1 hour each or at least 2 hours with one person) to discuss: Recruitment history – previous hires, An overview of the current recruitment & assessment process, The strength of the person specification – is it fit for purpose? Identifying, testing and challenging the key parts of the person. specification to test and assess, Interview questions – structured / unstructured, Assessing technical skills, Assessing cultural fit, Reference check management 

• During a 2-hour video session James will submit and present the new interview & assessment process.

RESULTS & OUTPUT

• You will have a tangible and practical plan to implement a robust interview and assessment process

• You will have a revised person specification

• You will have a short-listing matrix

• You will have a finished interview script

• You will have an outline of tests and exercises to include as part of the process

• You will have a reference check template