group selection recruitment method
The Group Selection recruitment method offers several advantages over conventional one-to-one interviewing, which many interviewers find a very unsatisfactory method in recruitment and selection. Group Selection enables a number of people from the organisation to observe a number of job candidates, as they go through a series of specially designed activities. Group Selection also offers the recruiting organisation an excellent opportunity to present the company and the job in a very professional way, thus appealing to and attracting the best candidates. Also, the unsuccessful candidates leave the process with a very positive impression of the organisation and the experience as a whole. Group Selection also enables the the best people to show themselves to be the best, often working on real job-related scenarios, which removes much of the guesswork about people's true abilities. One-to-one interviews tend to favour the 'professional interviewee' types, who present very well, but who then often actually fail to deliver - 'all mouth and trousers' as the expression has it.
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+ @! w6 g% x8 U. TScreening interviews are useful in short-listing candidates for group selections. For a senior job group selection, screening interviews and psychometric assessments are recommended to shortlist candidates.+ Y9 h4 i- ~1 s8 g- _% S
8 k8 n2 x/ A6 T; ^Group selection activities are by far the most reliable way to see what people are really like, provided the process is carefully planned, managed and facilitated. If you'd like advice about Group Selection methods or designing a Group Selection day please get in touch. Here's an outline of the process:
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$ p, Y6 l# b6 pCreate/confirm job specification, job description, skill-set, and person-profile. 7 ~- @$ R$ m8 [# T
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Plan recruitment and induction schedule. ' ~2 \/ l9 n) n w
. H6 T# ~# |3 L1 u* S+ E0 zCreate and place advert. 0 v2 J5 p% E4 U: Z R" v
- g5 _) i* m: a& a( aShortlist applicants from written applications or CV's. + a8 u [. F% o7 g; d {% N) G6 S
7 H- ~ k) y* Z9 y' v" \4 xWrite to candidates explaining selection process, venue, date and time.
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Plan the Group Selection day or half-day, to include: presentation to them by senior managers about the company and the role; psychometric tests; activities, tasks and games for candidates to do, including team and syndicate work, and individual presentations; lunch; culminating in one-to-one interviews (usually three or four) involving final shortlisted candidates with senior managers on rotation. See the team building games section for ideas of group selection exercises, notably the postbag group selection recruitment exercise.
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Management review and decision. (Candidates can be asked to leave and hear later or wait, depending on situation.)
+ C k6 F0 ~& n/ tJob offers, acceptance, reference checks, induction.
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For sales, sales management, and sales training vacancies, the Sales Activator® system is an excellent resource for interviews, recruitment and selection, and group selection methods.
