Recruiting and selecting staff

Selecting people who are right for the job is notoriously difficult. The average selection interview is regarded as of fairly low reliability.

Choosing appropriate additional tools, to identify specific skills or aptitudes, or potential for senior posts, or to pick out important issues to address in a subsequent interview, can significantly improve reliability when combined with other methods, and is an important aspect of our work.

Research has suggested the following scale of reliability of different selection methods:

(100%= completely reliable)

Promotion assessment centres	65%
Work sample tests	58%
Ability tests	55%
Performance assessment centres	44%
Personality questionnaires	40%
Structured interviews	32%
Typical interviews	15%
References	12%
Astrology, graphology	1%

We can help businesses identify the right tools, deliver them and undertake scoring, feedback and interpretation to clients and candidates.