Streamlining the Recruitment Selection Process
A graduate recruitment selection process should consist of clearly defined criteria against which you can rank your candidates, a specification of the roles you are seeking to fill in terms of these criteria and a number of applications, which include a CV and/or your chosen type of form. Once these are established, the aim is to reduce the number of applications you receive, probably through a series of filters. You want to end up with the application forms of only those candidates to whom you wish to make job offers, or move on to the next step in the recruitment process.
One approach is to adopt a series of filters where the cost per candidate increases at each successive stage. Note that the cost per candidate should include the cost of any materials you use and facilities you need to hire, and also the cost of the assessor's time.
A typical process might be to:
- sift through and extract the best applications
- invite successful candidates to a psychometric test session, using university campuses as regional centres
- invite successful candidates to a site visit and a technical interview
- invite successful candidates to an assessment centre.
There are various methods of assessment that can be adopted at a series of different stages in the process, and you should choose from the methods of assessment that best suit your strategy combined with what you are looking for in your recruits, within the confines of your budget. Different recruiters will give different views and advice on this topic, as some value certain methods more than others, and some methods are better than others for eliciting specific information. For example, if you are not interested in your recruits working in teams, is a group exercise appropriate? Remember though that most assessment methods can test more than just the obvious – group exercises can test problem solving and business awareness, in addition to communication and interpersonal skills.
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