3 ways to hire the perfect candidate

Traditionally, organisations have taken on new staff by using a three-step method:

1. Evaluate the CV
2. Interview
3. ‘Gut feel’ about the candidate

This can be right but more often than not, leads to taking on a new member of staff based on their appearance, hand shake and the ‘editied highlights of their career so far’, otherwise known as a CV.

So how can you reduce your risk and refine the interview process to find the ‘perfect candidate‘?

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Reduce the risk of employing the wrong person by understanding the 3 Levels of Appraisal: Read more

Take me to your…

Leadership is a skill in short supply.  This has a number of implications:
• it leads to poor succession planning, a particular problem for UK industry, and may be wiping £2bn a year from the FTSE 350 according to Investors in People;

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Lies, Damn Lies and CVs - How to Protect Yourself

The resignation of Boris Johnson’s Deputy Mayor has highlighted the critical importance of not simply accepting CVs at face value but checking and verifying them. Recent research by The Risk Advisory Group says that over 20% of CVs contain lies and over 50% have more than one “inaccuracy”! http://www.uknetguide.co.uk/Employment/Article/One_in_five_lies_on_CV.html.  Read more

Searching for top talent?

When it comes to finding new employees in the hospitality industry, there’s a pervasive opinion — good people are extraordinarily difficult to find. But once you do find and hire the right person, retaining them becomes even more challenging.

Hotelier Magazine talks to The McQuaig Institute and The Holst Group client, Marriott International, to find out why hotels should concentrate on finding the right people to increase staff retention.

Download the article here.

Do we have to be a big company to use tests?

Not anymore. Once upon a time the costs of training in, then buying the materials seemed prohibitive. The internet, centralised testing centres and the number of trained consultants available to run sessions means even the smallest company can get the benefits.
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How Can I Tell a High Quality Test From a “Quiz”?

There are thousands of tests on the market. It’s a real growth area and, as with any product or service, it’s sometimes difficult to work out the cowboys from the cavalry.
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What are the business benefits of testing?

Psychometric tests sound rather academic but they’re actually ways of making hard-headed business decisions. They will increase your bottom line. They’ll decrease staff turnover, identify talent, create a more efficient organisation.
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I use interviews and other methods; why should I replace them with tests?

You shouldn’t! Tests provide part of the picture; interviews, for instance, provide information tests can’t reach.

But research shows that interviews, references and application forms are very bad at predicting whether people will succeed. Interviews are particularly dangerous because you will be hugely influenced by your prejudices, likes and dislikes without realising it.
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So, what exactly is “psychometrics”

 

This could get long and complicated! Put simply, psychometrics is a set of techniques used to ensure, among other things, that:

• you are actually testing what you think you are testing. A written test of mathematics should be testing maths, not writing for instance.
• your test gives the same results if its given to the same person twice or administered by different people
• it’s fair to everyone Read more

Eenie meenie miney mo?

How to pick a Psychometric Test.

Selection testing has been around for decades and the range of instruments and providers seem endless. Teresa Russell from Human Resources Magazine (Australia) looks at some offerings in the market and looks at how companies use different tailored testing instruments to great effect.

Users of The McQuaig System & other psychometric tests in Australia are quizzed about what the look for when selecting the right test.

Read the full story here. 

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