Selection and Recruitment

Why is Selection and Recruitment Important?

Poor organizational fit costs companies money and wastes valuable time, therefore the selection and recruitment protocols need to be sound, robust and fit for purpose. Poor interview construct, inconsistent interview style of delivery, interviewer bias and a lack of well–constructed and relevant interview questions often results in offering employment to the wrong candidate. A poor organaizational fit will only result in poor performance and the potential for chaos and lost revenue for the company.

Interviews should not just be fair for the applicants but for the organization carrying them out. Ensuring you get the right person for the right job is vital for the smooth and efficient running of any organization – poor organizational fit cost companies a lot of money.

How can a Psychologist Improve Selection Protocols?

There are many ways a psychologist can help an organization to improve its selection and recruitment protocols. Firstly, they can ensure that YOU know WHO you need to recruit through effective task analysis. In addition, they can then help develop robust selection systems and interview constructs such as interview format, method of delivery, and consistent questionnairs that are fair to all parties.

In addition, they can help by carrying out thorough psychometric assessment that can form a part of the overall selection process and, further to this, they can sit in on interviews and carry out full psychological observations (Psych Obs) on the applicants whilst they are being interviewed and give detailed and objective feedback on important psychological dynamics, such as Interview Tutoring, Deceit and Overstating and Exaggeration through analysis of non–verbal Communication and Eye–accessing cues.

Psychologists can help an organization in ensuring that the person being selected over others for any role within the organization is the right person, thus reducing the potentiall risk of poor performance and inter–personal conflict, as well as selecting candidates based upon their current knowledge and skills base but on their potential for growth too.