Years of successfully recruiting candidates for lots of different roles has led us to developing a recruitment process that has proven to be efficient and effective. Here’s a taste of what it involves.
Have you ever wondered why some employees seem to quickly go off the boil? Often this occurs because employer & employee were mostly focused on the skills, the hours & the pay (the “deal”), rather than matching deep-seated subconscious motivations. We use the Neurosmart® Motivational Assessment to predict overall energy and fit for role, environment & organisation. Its accuracy & usefulness has surpassed our expectations & it now serves a vital role in our recruitment process.
Life experiences shape how people react to challenges and problems. Responses can vary from being positive with a can-do attitude, to being cautious & negative, ranging from avoidance through to unrest, gossip & even militancy. Before making hiring decisions it’s helpful to access insights into the likelihood of each type of response, not only in predicting behaviour & fit, but also for ongoing management.
There are many temperament assessments around – but even the most famous aren’t based in neuroscience. They miss some of the most important things you need to know, especially in how stress triggers specific brain chemicals and activity, with then change attitudes & behaviours in ways that are unique for each candidate. The Neurosmart® Temperament Assessment means you can confidently predict & manage those behaviours – or avoid them completely.
Behavioural interviewing is a skill we’ve studied, designed & refined over years of research & practice, drawing on our experience in psychology, counselling & organisational environments to reveal much more about applicants than other techniques. Then we compare what we found with assessment results and other evidence to come up with a reliable & complete picture of applicants so you can make the best, most informed recruitment choices you’ve ever made.
Some people are really good employees. Some are really good at being interviewed. Those are usually quite different things. The challenge for the most persuasive candidates is that they can be great at selling themselves, even to the extent of guessing what answers to give in interviews and assessments. Our behavioural interviews expose thin stories and amplify true ones, while the Neurosmart® Assessments we use have built-in reliability detectors. This makes our process very hard to fool and tells us a lot about an applicant’s character. Do you want that to stay a secret?