Selectif can add real value to your recruitment and development processes when:

Your time is precious and you don't have the knowledge or resources to recruit? We can share the load by screening, reference checking and short listing applications. If you want a longer term solution, Selectif can advise you on how to address specific bottlenecks and obstacles in your selection and assessment processes. We also train interviewers to recruit effectively and legally with the option of co-interviewing if you prefer objective third party involvement.
More... Carewatch (Cardiff) Ltd : Recruitment process in domicillary healthcare

Background

Carewatch (Cardiff) staff retention problem due to poor selection techniques, on-boarding and induction e.g. at end of 2003 of 31 people recruited, almost 50% had left within the first three months of employment

How we helped

Selectif supported a change to competency-based interviewing and utilisation of an assessment day (incorporating a relevant role play) to set realistic expectations with candidates of what the role involved, optimising selection decisions and filtering the large number of enquiries generated from advertising campaigns (where only 50% of enquirers would normally appear for interview).

Results

Inviting all candidates to attend an assessment day before conducting an interview resulted in half the number of in leavers within the first three months - excellent progress considering the reputation this industry has for high staff turnover and achieved during a time when CRB disclosure requirements tightened.

The competencies approach was also extended for use in management development.

You could do with using recruitment tools to reduce your costs. Selectif will help you choose the right tools for the job (validated to measure current ability and predict future job or training performance). Assessment centre methodology could boost the chances of you making the right appointment even more by allowing trained assessors to observe candidates perform tasks and activities which mimic the real job.
More... Cadarn Housing, Cardiff & Barry: Psychometrics (Ability & Personality) and competency-based assessment for improved hiring decisions in housing

Background

Urgent filling of a vacancy for the role of Housing Manager in a not-for-profit housing association

How we helped

Introduced ability test and personality questionnaire to a structured interview process. Shortlisted applicants were invited to complete an on-line personality profile, prior to their second (final) interview. Selectif used the personality profile to design more targeted questions and, conducted on-line numerical and verbal reasoning tests at the final stage. The interviewing panel were provided with the results of all the psychometric assessments at the wash-up session enabling efficient evaluation and speed in their decision-making. The successful candidate was given face-to-face feedback and coached to produce a development plan for implementation at induction.

Results

The Property Director fed back: "Selectif is a friendly, professional and thorough consultancy service which works effectively to meet the clients needs"

The successful candidate perceived the testing instruments to be a fair and accurate tool in helping the organisation select the best person for the role and was motivated by the way the results were managed i.e. for coaching him to support his induction process and long term development.

You want to hold on to your best people and grow your own talent: Your star performers could be lost to the competition if they don't receive appropriate levels of support at critical points in their career. Coaching interventions used with tools such as 360 questionnaires accelerate positive outcomes by enabling people to reach developmental goals quicker.
More... Dow Corning Ltd: Assessment and development Centres in talent management

Background

The organisation wanted to identify and then develop people internally. They knew they had a talented workforce but could not objectively establish which individuals had the aspirations and capability to move into leadership roles.

How we helped

The existing development centres served a dual development and recruitment purpose: where roles were vacant, individuals were identified to fill them and where there were no vacancies, individuals were "held" until something suitable arose. Selectif helped by training more managers to get involved in the assessment centres and to utilise additional assessment centre methods to add greater objectivity e.g. use of professional role play actors and introduction of ability and personality testing.

Results

Turnover levels for internal candidates improved as employees could see positive action being taken to address career progression. All individuals were given comprehensive development feedback that enabled them to make the right decisions for their future career within the organisation as well as providing an opportunity to "sell themselves".

You want to support re-employability
Re-organisation and re-structures are inevitable at times of change, so, individuals impacted may need support with leaving your organisation. Selectif offers bespoke outplacement solutions for individuals and groups by equipping them to utilise their talents and market themselves effectively in focussed job search.

Whatever the assessment, selection or development issue, we bring objectivity and effectiveness by incorporating business psychology principles from the eyes of an HR practitioner.