When businesses come to recruiting employees, it’s critical to ensure that there is a really good fit between the candidate, the role and your business.

The better the fit with both role and organisation, the more likely an employee is to be successful and remain with the organisation. The following steps can assist you make the most of the opportunity.

• Define the competencies required for success in a role. Competencies are the behaviourally defined characteristics which underpin effective performance across a range of tasks.
  • These refer to the skills that are necessary to achieve a good performance level in the job. Every job will have a set of key competencies, some of which are essential and others desired and all are required to do the job properly. Every job can be described in terms of key competencies. This means that they can be used for all forms of assessment, including appraisals, training needs analysis and of course, recruitment.
• Formulate behaviour-based interview questions around these competencies to ensure structured and consistent interviews occur across candidates.
  • Use open ended questions to probe the competency areas.Ak the applicant for specific exampmes of when and how they demonstrated particular behaviours in their previous roles.
• Develop a set of behaviour based questions around the organisation’s values to ensure a high degree of fit with the business’ goals.
• Use a behavioural profile to gain additional insight on a candidate. Extended DISC® Personal Analysis is our most popular tool for this. Its success is based on its strong ability to provide information to make better decisions.It is an easily administered online tool that identifies the strengths, motivators and development areas of an individual.

Sound hiring decisions take a little extra effort. However, the consequences of making a poor decision remain with you for quite some time and impact productivity significantly.

Contact Your HRmanager about behaviour based interviewing and Extended DISC Tools.