Making the Right Hire – Every time!

Traditional interviews where you ask the candidate about their skills and experience to ascertain if they are fit for the job have been industry standard for decades.  These methods are going to stay for the foreseeable future however, these types of interviews not only take time they can result in a bad hire. 

In a survey of 200 recruiters across agency and in-house positions CV Library identified losses of up to £15,000 for businesses as a result of poor hiring decisions.  Recruitment trends are also showing that candidates are more demanding than ever before which is why it is important to have a clear recruitment strategy for your business!

Pre-Selection Method

A structured selection process is crucial to guarantee that you hire the right people every time!  You wouldn’t decide to live with a person following a first date so why would you hire a candidate based on a 1-hour interview? 

Many recruitment agencies claim they will do this for you but, in reality, they will only telephone screen a candidate and will still send you a bunch of CVs to make your own selection.

With Noble Recruiting we take the risk away.  Our clients choose to use us as their pre-selection method.  We interview between 8 and 10 candidates for each role we recruit for at our offices in Wickford. 

Our Structured Interviews

Each candidate (both Temporary and Permanent) will go through our structured interview process which is consistently effective and improves accuracy and fairness.  The candidate will meet with two of our recruitment consultants who will go through the following six steps:

Introduction – The candidate will be asked to complete personnel forms and provide ID and then we will have a friendly chat to put the candidate at ease.  At this point, we will ask how they got to us and is a great way to find out whether they drive.  We will talk about the role they have applied for.  The team will go through what to expect from Noble Recruiting and why we pre-screen for all our clients.

Assessment – This is where we ascertain whether the candidate can do the job they have applied for. We will assess and score the candidate using their CV as a guide asking them clear questions about their previous experience.

The Role – At this point, it is important we are honest.  If we feel the candidate does not have the relevant experience for the job they have applied for, we will start to talk about other roles that we have that are more suitable.  We will always put the candidate first and spend time on finding them the perfect role.

Feedback – This time is a great way to ascertain what the candidate really wants not just what they can do.  We’ll delve a little deeper into their lifestyle and aspirations, so we avoid sending a candidate who can do the job but has other needs to make them happy in their role.  For example, some of our candidates live alone and their working life is also where they get to meet new people so sending them to work in a quiet office will not work.

Longevity – It is important we match both the candidates ambition and the opportunity to progress in the role, so we always make sure we understand how long the candidate wants to work at the level of the role in question.

Culture – Our clients tell us they will choose attitude over standard skill set.  It is our job to make sure each candidate we put forward will fit into your environment.  Here are some examples of ‘culture’ questions we will ask:

  • Tell me about a time you tried something new outside of work
  • How do you provide feedback both in and out of work?
  • Do you prefer to work independently or as part of a team?
  • Describe the perfect management style which will motivate you
  • What are the positive aspects of your current job and work environment?
  • How do you evaluate success?
  • How would you describe yourself?

Because we already know the culture of the client’s business through meetings and visiting them on site on a regular basis, these questions ensure we screen the right candidate every time!

Interview Techniques

We’ve taken the stress out of the hire reduced the time you need to spend with the candidate by provided 3 candidates that can: –

  • Do the job
  • Want to do the job
  • Are a likely fit for your culture and environment

Evaluation

It is now up to you to evaluate these candidates. 

We will go through with you every little detail we think is relevant for you about the candidate before your interview.  We will also coach the candidate on how to inspire you enabling you to get the best possible version of the candidate taking away some of the nerves that a cold interview can create.

As it is possible that all 3 candidates are suitable for the role it really is worth spending 15 minutes directly after each interview to review:

How prepared was the candidate?  Did they demonstrate they knew your business – had they done any further research?

What was their attitude like?  Were they friendly, professional and seem genuinely interested in your business?

Did they ask good questions?  Were they relevant and demonstrate they were very interested in the role?

Do they fit?  Even with all the best intentions there will be something you can’t quite put your finger on which gives you the feel they won’t fit.  Maybe their personality is too quiet for the team or they came across as negative about a previous employer which can set alarm bells ringing.  This could be the deciding factor on which candidate you choose.

Signs of a Good Interview

The signs of a positive interview are when the candidate talks about their experiences using first-person language and confidently construct longer answers centred on themselves, their team and their past experiences so lots of I, we, us my and me.  Lower performers or candidates who are slightly out of their comfort zone and have embellished their career history will find it difficult to talk about themselves and will often refer to themselves as the third-person.

What not to ask

Remember, there are certain questions you can’t ask.  The Equality Act 2010 defines 9 protected characteristics of a candidate:

  • Age
  • Race
  • Religious beliefs
  • Sexual orientation
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Sex

If you have a vacancy and would like to try out our pre-selection process, then get in touch with David Noble on 01268 762430 today or read our 10 reasons why we should be on your PSL.


ABOUT NOBLE RECRUITING:

Noble Recruiting are based in Wickford, Essex and have been matching candidates with clients for over 10 years.  Specifically, our team of experienced Recruitment Consultants fill permanent and temporary placements in Accounting & Finance; Commercial & Office; Industrial; Sales & Marketing; Construction and IT.

Looking for a new Job? Use our Online Job Search to start the process and then let us know you are actively looking.  We will then conduct a face to face interview to establish what your key strengths are and how we can match your needs and skills with the right job even if it is on a temporary basis.  Remember, we don’t just supply CVs to clients we hand hold candidates through the complicated process of finding work across Essex!

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