Personnel Selection

Personnel selection, where you should be

The most valid and up to date methods of recruitment such as psychometric testing, criteria based interviewing and assessment centres, along with evaluation of their effectiveness enables organisations to attract the staff needed to achieve their objectives. Employment Law should have been considered with emphasis on finding the best person for the job. In choosing the approach to recruitment, consideration ought to have been given to the reasons why staff leave and the level of staff turnover.

Where are you now ?

• Does your organisation use valid and up to date methods of recruitment ?
• How well have you evaluated the effectiveness of recruitment and selection methods ?
• Do your recruitment methods enable the organisation to attract talented and committed staff in line with employment law ?
• In recruiting employees is your process designed to match people with the organisation's objectives and skill needs ?
• Is the opportunity to link staff turnover with recruitment methods utilised ?

How we can help you to get there

• Recruitment and selection
• Staff recruitment using assessment centres
• Psychometric testing
• Evaluation of recruitment process
• Attracting a diverse workforce

Our Experience

• Job Analysis, Recruitment, Selection and Assessment Centres
• Job analysis, recruitment and selection of the Senior Management layer in several NHS organisations using assessment centres where appropriate.
• Selection of Non-Executive Directors for Chairman of MHSS NHS Trust.
• Recruitment of customer service, telesales and field sales staff for 4imprint PLC
• Assessment centre for recruitment of a Head Teacher for Trafford Education Committee.
• Job analysis and design, recruitment and selection of telesales team for US Direct Mail operation.
• Provision of psychometric testing services to the whole of North Western Regional Health Authority on a consultancy basis for 3 years training NHS Personnel Managers in the use of mental ability tests.
• Use of personality tests as part of over 50 projects developing senior managers within a range of sectors.
• Use of psychometric tests in assessment for a range of clients adding value to the personnel recruitment process.

'The organisation was particularly impressed with their work and has subsequently used Impact Consulting on several further occasions. The company has provided training to complement the introduction of new Personnel policies. The Unions were very complementary of the process and of the work carried out by Impact.' Director NHS Health Authority.

'Companies who are able to ensure a match between job requirements and people's characteristics will obtain a competitive advantage'

(M. Smith & I.T. Robertson 1993)

Research Shows

• References and handwriting analysis are less valid and reliable
• Unstructured interviews are a widely used selection tool, despite the fact they have been found to be typically unreliable, invalid and subjective
• Structured interviews are more effective when interviewers have been properly trained
  'Ability tests and work samples are more objective and valid than other methods when used appropriately. They are being used more frequently by successful organisations' (Robertson & Makin, 1986, UMIST)
• Assessment Centres are a useful way of combining work samples, ability and personality tests

Please contact us if you need help with the selection of personnel