Transitions - Insight into a Recruitment Process

Place your chosen image here. The four corners must just cover the arrow tips. For covers, the three pictures should be the same size and in a straight line.

Sharon Goymer Resourcing Manager Entry Level Talent Programmes Jane Lees Resourcing Specialist Graduate and Student Programmes 25th June 2013

Introductions
Sharon Goymer Resourcing Manager Entry Level Talent Programmes 259 vacancies per year but ??? for 2014 Jane Lees Resourcing Specialist Graduate and Student Programmes 35 years of experience to offer you A couple of hours to help you achieve success Slides followed by a practical interview session Question and Answer session

Recruitment Process
On-line application form Situational Judgement Test Telephone Interview (competency based) Assessment Centre Why so many stages? Recruitment is risk improve the risk Interviews 15% A filtering process Assessment Centres provide only 54% evidence Two way street your opportunity to assess us

On-line application or CV top tips

Research this helps to show your passion and enthusiasm for the company and role

Application form read it carefully and spend time answering the questions. This is our first impression of you. If you dont complete it well you wont even get to an interview
Facts and figures to give it context

Timing dont rush or do it last minute, review well before submitting

Interview top tips

Interview
Confident you have already demonstrated good capabilities on the application form Interview preparation understand the role and the recruitment criteria

Competency preparation prepare a list of good examples (evidence) that will demonstrate your capability STARR - tell the story, start, middle and end
Questions - prepare a list of questions you want to ask 50% your responsibility the power of words observe and record

Interviewers its just as challenging for the Interviewer. Help yourself by doing your preparation and try you best. You are in a competitive situation
Attitude be positive, confident, enthusiastic and smile show how passionate you are for the opportunity but you need to be honest too Be yourself dont try to second guess what the company is looking for and dont try to be something you are not otherwise you will only mask your natural qualities

Competency Based Interview (CBI)

Competency-based interviewing is a structured process for gathering information about a candidate from their past which is an indication of their future potential and job performance.
Main different between CBI and general interviews The information gathered is of a behavioural nature. It relates to what a person has done in a particular situation and not what they would do, could do or feel they should do in that situation. Benefits of CBIs real evidence to support the decision process, interview time is better utilised and consistency is maintained for all candidates.

STARR Model tell the whole story

S Situation
T Task A Action R Result R Review

Dont forget the - weights and measures

What is an Assessment Centres?

A number of exercises where we get to see you personally and eliminate the risk Competency Based Interview 15% Group Exercises 25% Presentation Exercise 14% Total 54% Built around the key competencies for the role

Understand the Competencies

Effective Communication Communicates persuasively and confidently in a variety of settings Respectfully listens to others to gain a full understanding of the issues Adapts their style of communication and tone for different audiences Shows openness and honesty in all communications Drive & Initiative Demonstrates the will, energy and enthusiasm to deliver a successful outcome Takes the initiative to make things happen Responds positively to setbacks and learns from mistakes Is personally committed to achieve results and creates an environment where others are also driven to achieve Organising & Planning Plans ahead and makes effective use of their time Plans projects effectively and prioritises tasks to deliver objectives within timescales Updates plans to reflect changing demands Tracks and report on progress

Problem Solving & Decision Making Looks to identify and eliminate causes to problems rather than immediate symptoms Involves and considers others in the problem solving process Makes well informed decisions by identifying, analysing and interpreting relevant information Uses their judgement to consider the impacts, risks and rewards to all stakeholders

Managing Relationships Develops, maintains and strengthens relationships with stakeholders, both inside and outside of their teams Works collaboratively with others to achieve common goals and targets Acts with sensitivity and respect the needs of others

What the Assessors do

During the interview or group exercise Observe Record
Record what is said Quote where possible

After the interview or exercise

Classify Evaluate
Identify the relevant capability Ideally only use one piece of evidence once Categorise recorded behaviours Decide whether the behaviour is + or

Finding the balance

Opportunity
Paint pot analogy

Weight
Scales analogy

Group Exercise
Typically 4 - 7 people Group Exercises can be: Individual Brief Team Working one common goal Discussion Practical Task

Structure
Initial reading time and analysis - preparation Communication of individual brief Analysis on the go Challenges

Working as a team
Achieving the group objective Candidates in the middle, Assessors around the edge

Group Exercise
Top tips

Speak clearly and at a good level and speed otherwise the Assessors cant assess you
Get involved in the exercise Come up with ideas Be aware of the time Work as a team Dont talk over anyone or be talked over

Presentation Exercise
Individual exercise Initial preparation Lengthy brief separate the key information from the mass Make sure you answer the brief You may be asked questions Structure Presentation usually to 2 people Use a laptop or flipchart Explain the reasons for recommendations Give the facts Clear and concise Usually timed 10 minutes

Presentation
Top tips

Clear and concise

Structure the presentation STARR model again Be aware of the time Think before you speak Answer the question(s)

What are going to be the challenges for this group and how can you overcome them?

Questions?