Occupational Counselling Consultants OCC
Occupational
Counselling Consultants
Prioritising your People for Peak Performance OCC Occupational Counselling Consultants
COMPETENCY BASED RECRUITMENT INTERVIEWING & SELECTION
   
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"An investigation of a candidate’s background and experience and an assessment of the meaning of these for them as individuals against the requirements of a specific role".
 
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Recruiting key members of staff can be a timely and costly process. In addition the use of traditional recruitment interviewing methods cannot always guarantee that the “right” person has been appointed to the job. Even today recruitment is often seen as a one-way process and little effort is put into giving the candidate high quality information about the job and company. Traditional recruitment interviewing tends to be more subjective than objective and too often candidates are assessed on the basis of their personalities alone, or whether we feel that they might “fit in” to the organisation and it’s culture. This is a mistake that even experienced interviewers can fall into unless there are clearly defined competencies or a set criteria to focus on.

By introducing a set of key competencies associated with a particular role at the beginning of the recruitment process the risk of recruiting the wrong person can be reduced substantially. It may well be that the role has changed or the skills required to perform the role have developed more so than in the past. Ideally competencies should be created at the beginning of the recruitment process to ensure continuity, and used when drafting advertisements, briefing recruitment consultancies through to the initial screening of potentially suitable candidates.

Competencies can be created across the board for all positions within the organisation and then used as a benchmark enabling employers to be clear about their specific needs. This also provides a platform for candidates to communicate what they can offer in addition to their experience and for the interviewer to be able to compare accurately what is needed when linked with what is being heard or communicated at the interview.

This would include clarity and understanding on :-

 
What motivates them – money, recognition, responsibility?
How they manage others and interact with colleagues
How they address and solve problems and challenges
How they handle tasks
How they behave in a team setting
How they react to and embrace change
How they learn best in order to develop further
 
We will work with you to identify and create a set of competencies for any role within your organisation which can be used for both new recruits and existing staff seeking internal promotion. In addition we can assist you by designing specific questions for each individual, which can be used by you, and/or the line manager, at interview to draw out areas of strength and weakness. Alternatively we can interview your short listed candidates (prior to any offer of employment being made) and provide you with guidance in terms of any areas that we feel you may need to probe further in order that you can fully understand the implications and particular strengths or weaknesses/growth areas of a potential employee.
 
For further information please call 01273 725510
E-Mail: Occupational Counselling Consultants (OCC)

Occupational Counselling Consultants Ltd is a company registered in England and Wales Reg. No. 3284978 VAT Registration No.735648507

Registered Office: Alpine House, Honeypot Lane, London NW99RX

© 2006 OCC Ltd and OCC Recruitment