Recruitment Process & Psychometric Testing
Why use a recruitment company?
We do the hard work for you. We write and place the advertisements; screen CV’s and candidates, respond to and decline candidates, tailor the interview questions to the specific job, put candidates through an extensive interview, organise assessments (if necessary) tailor reference check questions, do the reference checks, security check candidates, check qualifications of candidates and finally present you with a short list.
Professional and skilled workers are quite used to registering with recruitment companies to find work; therefore we already have a database of potential employees waiting to be placed.
Recruitment professionals are skilled at screening and interviewing candidates and know what questions to ask and not to ask in the recruitment process. We also get to play bad cop when it comes to declining applicants that perhaps you may have difficulty with because of friendship / relationship issues.
Is paying a recruitment fee expensive? The fee can normally be a percentage of the total remuneration of the position being recruited for. Put it this way, what would you charge yourself out at to do the work you normally do? If you spent time on recruitment (keeping in mind it can take 4-8 weeks to recruit effectively) then that’s amount of money you’ve lost by not working on your business.
Recruitment fees are usually not payable until a suitable placement is made – i.e. if there is no suitable candidate to your satisfaction, then no fees are payable. Employers still have control over the final decision.
A good recruitment company will offer a placement guarantee i.e. if the candidate placed does not work out within (set guarantee time) they will recruit again at no cost and others may offer a percentage of the fee back.
Ask for the recruitment company’s business terms and read carefully. If there is something you don’t understand, ask questions and don’t sign anything until you are 100% happy with the terms offered.
Psychometric Assessments
Psychometric Assessments can be a valuable tool in providing extra information to help in the selection process. Types of assessments used can range from skills based; verbal and numerical reasoning to personality and job specific profiling. There are many different tests available for use. In most cases, the purpose of using Psychometric Tests is to predict how well a person may perform in a particular job or environment. The range of situations in which psychometric testing may be useful is broad and includes, but is not limited to:
• short listing or selecting candidates for employment
• assessing potential for promotion or team membership
• assessing potential as a trainee
• assessing training needs
• career development purposes
• as an aid to counselling
Some agencies may offer these services for free. However at Northland Recruitment, it is our preference to use a registered organisational psychologist who has a proven commercial track record in offering these services. It also ensures there is ‘objectivity’ in the recruitment and selection process. |
