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Recruiting talent into an organisation is one area where all businesses
look to gain maximum value from their investment. Having the most
gifted people is essential if organisations are to improve their
overall commercial success. The average company is spending more
than £2,000 per head on recruitment according to recent research*.
Getting it wrong is a costly mistake: hiring the wrong people leads
to ££millions being wasted each year.
As we move towards a more positive economic outlook and a jobseekers
market, businesses will once again be embroiled in a war for talent.
Before it is too late, companies should be taking every opportunity
to re-evaluate their recruitment policies if they are to improve
their chances of commercial success now and in the future.
Too often organisations adopt a less structured approach to recruitment
than they would to other areas of their business. There is a general
attitude that the recruitment process begins and ends with the interview.
Stand-alone interviews remain the most popular method of assessment
for selection, yet many interviews are unstructured and fail to assess
a candidate’s suitability and aptitude for the post.
Interviews remain an essential part of the recruitment process,
but Companies need to place greater importance on having some form
of objective assessment methods in place to help validate, or sometimes
just helpfully question, the interpretation on the part of the interviewer
and applicant that takes place during an interview.
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