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Recruitment Process


The recruitment process conducted by a company for any job involves a number of different stages, as follows:

» Initial job evaluation and production of a relevant job/person profile or description by which candidates can be assessed for suitability.
» Sourcing or attraction of potential candidates by various means (eg, external advertising, recruitment agencies, internal promotion etc).
» Screening of initial applicants using a variety of methods (eg, review of CVs, comparison of academic or professional qualifications held, pre-interview by telephone etc) to shortlist the most likely potential candidates.
» Selection of the best candidate from those shortlisted by utilising one or more selection techniques (eg, formal interview, psychometric testing, written exercises, group exercises etc).
» Effective induction of the successful candidate into the new role to ensure successful integration within the organisation and quicker operational deployment.

To increase the chances of successfully negotiating the recruitment process, candidates must ensure that they apply their best efforts at each stage of the process, such as fully completing application forms, producing effective CVs and preparing thoroughly for interview.

CVs, letters and application forms


These self promotion tools are the first thing an employer sees about you. If they are uninspiring and difficult to read, what will an employer conclude about you?

The main purpose of a curriculum vitae (CV) or resume is to persuade an employer that you have the skills and abilities they require, and get them to offer you a job interview.

A well-written and presented CV is therefore an essential part of the job seeking process. Your CV needs to offer a concise summary of your qualifications, competencies, experience and skillset. Try to limit your CV to two A4 pages and have it available in both print and electronic formats.

Preparing your CV

» Target your CV towards the job you are applying for.
» Always check your spelling and grammar.
» Use a straightforward font and keep the formatting simple.

What to include:
» All relevant academic/professional qualifications and associated work experience.
» Any previous boating or outdoor activity experience (eg, dinghy sailing, windsurfing).
» Any spoken languages.
» Any practical skills (eg, mechanical, electronic, woodwork etc).
» Evidence of your customer service experience work.
» Mention your IT and office skills, such as bookkeeping.

Top tips
» Provide letters of reference which endorse your character and capabilities.
» Keep several copies of your licences and certificates.
» Keep your job application documents in waterproof folders.
» Any previous boating or outdoor activity experience (eg, dinghy sailing, windsurfing).
» Keep your CV to two sides of A4 and covering letter to one side of A4.
» Keep a hard copy of both.
» Use keywords that show you match the position requirements.
» Put your most relevant skills at the beginning of your CV.

Don't » Send an impersonal mailshot.
» Email CVs in a format which may be incompatible with an employer's software.
» Use jargon or abbreviations.
» Use dense blocks of text, large blank spaces, lots of different fonts.
» Forget to check spelling and grammar.

Most jobs require you to complete an application form. However, employers regularly tell us that they bin hundreds of applications due to:

» Poor spelling and grammar.
» Not completing all the sections.
» Providing opinion rather than evidence.

Using social media
Many employers today expect you to use digital and social media tools in addition to a CV use social media to your best advantage and also how to avoid the pitfalls.

Interview guidance

Competent and confident
Companies and recruitment agencies are looking for energetic, motivated and highly organised people who work well as part of a professional team. So the interview is where you get the chance to market yourself, demonstrate your value and explain you are the ideal candidate for the job.

Getting through the job interview process successfully requires preparation and planning.

Do your homework
Find out as much as you can about the post, employer and the industry. If you have been selected by an agency, they should be able to offer you information and guidance. Don’t be afraid to ask.

First impressions count
Dress smartly and appropriately for the post you are applying for. If you are not sure, ask the agency. And be punctual.

Be prepared
Have copies of your documentation with you, including an up to date CV, copies of your certificates and licences and letters of recommendation.

Psychometric Tests

What are psychometric tests?
Psychometric tests can be used as part of the recruitment and selection process by employers to assess your ability in specific skills (eg, verbal, numerical and diagrammatical reasoning) or to find out about your personal qualities by using personality questionnaires.

Ability or aptitude tests
Practising tests can be helpful, to familiarise yourself with the types of questions as well as getting feedback on your performance.

Personality questionnaires
Personality questionnaires assess different aspects of your personality, and they explore the way you react in different situations. There are no right or wrong answers, and they are not usually timed. They are used to see whether you would 'fit in' with the culture of the organisation and suit the role applied for. You should answer questions honestly and not try to second-guess what the employer is looking for.

When do employers use them?
Sometimes they are used in conjunction with a face-to-face interview and are often carried out at an Assessment Centre, along with other tests. They are sometimes used as a 'first sift' of applicants (ie, only candidates with a certain mark proceed to the next stage).

The following is a range of sites where you can practise ability/aptitude tests and personality questionnaires:

SHL Talent Measurement
Timed verbal and numerical tests with feedback on how you compare with other applicants.

View examples of the ability tests found in the Morrisby Profile. Advice and information about taking psychometric tests.

Provides general information about employee assessment techniques and practice tests.

Psychometric tests and questionnaires
Contains a list of online practice psychometric tests and questionnaires.

For more detailed information on psychometric testing.

What are assessment centres?
They normally form the final part of the selection process so, if you have reached this stage, you are doing well.
Along with the formal interview stage, candidates are set a number of exercises designed to assess whether they possess the competencies and personal qualities sought by the employer for that particular role and their suitability for the organisation.
Exercises will assess competencies such as the following: leadership skills, analytical skills, oral and written communication, numerical skills, ability to work under pressure, and team working skills.
Employers will also want to see how you work with other people and how you react in social situations.

Tasks may include a range of activities including the following:
» Psychometric tests and/or personality questionnaires
» Interviews – with one or more interviewers
» Individual and/or group presentations
» Group exercises – such as a teambuilding task or business case study
» In-tray or e-tray exercises.
» Social events.
» KWritten Excercise or case studies.

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