SITUATION
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.
TRANSPARENT PROCESS
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BOOK AND PAY $250 DEPOSIT
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AGREE DELIVERABLE & DETAILS IN SESSION
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EXPERT SUBMITS DIGITAL STATEMENT OF WORK
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YOU DECIDE GO/NO-GO
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NO-GO = DEPOSIT RETURNED TO YOU
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GO = PAY REMAINING $, WORK STARTS
DELIVERY TIME
7 days
COST
AU$ 3,000 excl. GST
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
I WILL BE HELPING YOU
Name
James Handley
Experience Keywords
Role
Company
Experience
Focus
Why relevant?
Managing Director
Flow Recruitment
15 years
scope workforce planning, create job specifications, develop person specification, design recruitment project, candidate attraction strategies, boost job performance, promote employer brand, benchmark candidate proposition, write job ads, manage candidate response, assess cultural fit, manage offer negotiations
Recruitment & Hiring
James has over 15 years recruitment experience
6 years spent recruiting internally at WPP
CIPD trained – Recruitment, Interview & Selection skills
9 years on the consultancy side – an expert in mapping, identifying, attracting, and placing top talent
Consulted with some of the biggest global research firms on graduate and experienced hire recruitment, employer branding, employee retention and candidate proposition strategies
Considered a trusted advisor and people partner to his clients – attracting, assessing, and onboarding