Recruitment , Selection and Job Offers
Whatever the level of position you are recruiting for, it is essential that you get the right person for the job. The right person is someone who brings the skills, knowledge and experience they need to competently do the job. Most selection procedures overlook the need to effectively test for competence.
It is much more cost effective to make a robust selection decision before a job offer is made, than it is to try and remove a bad selection decision from your employment.
Case Study
Despite a number of recruitment and selection campaigns, our client continued to be dissatisfied with the performance of the sales people they had employed. CHaRM reviewed and improved the job description and person specification and supported our client in assessing candidates against the selection criteria. Following the shortlisting process, we took part in the interviews and guided the investigation into each candidate's abilities.
Once the offers of employment had been produced, also by CHaRM, we took an active part in the induction proces to ensure that the new team settled in and became effective quickly.
The result? A team of people that had different but complementary skills, who achieved greater sales than the business had previously known.
"CHaRM have been helping us with our recruitment for the last four years and their input into the process has yielded some great additions to our team. It's great to have expert advice on hand through the whole recruitment adventure."
