Selection and Retention Support > Selection
Bitesize outsourcing
In a nutshell – an effective recruitment and selection procedure is about ensuring you end up with the right person in the right job, however the process can be lengthy and expensive - and just a tad complicated given all of the legal requirements.
Which is why at Barnes Cosgrove we've devised a menu of bitesize options.
Bitesize selection outsourcing allows you visibility and control of your recruitment processes.
You choose which elements you want to outsource on the basis of your requirements – whether that's driven by internal resources and capabilities or cost – be that hard cash or time spent.
Bitesize menu
Job Analysis and Person Specification
Competency Frameworks
Personnel selection support – including psychometric testing & interview support
Assessment Centres
Job Analysis and Person Specification
Job Analysis and job description
This is the starting point for most selection procedures. It helps to establish just what requirements have to be fulfilled for a particular job.
It focuses on :
- main duties and responsibility - for what and to whom
- competencies & competences required
- working conditions and rewards
- what equipment used
- assessment of activities in terms of their difficulty, importance, frequency
- determination of what is difficult/distasteful/satisfying
If a competency framework is in place, this can also be used to support this process. Using this data it is then possible to write an accurate job description
The Person Specification
One aim of job analysis is to recognise what the job really involves so that a clear specification of the skills required to do it can be developed. A Person Specification converts the job analysis and job description into characteristics required of someone who can perform in the job successfully.
There are a number of popular frameworks used in personnel selection for systematising and organising the production of a Person Specification. We favour a 12 point plan that was devised by a group of leading occupational psychologists.
Competency Frameworks
What are competencies?
Competencies can be defined as sets of behaviours that are instrumental in the delivery of desired results.
In other words the behaviours a person needs to demonstrate in order achieve specific business objectives.
The effective use of a competency framework can provide all employees with a common language to describe a clearly defined set of objectives. Moreover, when properly implemented, it can provide a consistent measuring tool as part of a performance management process.
A typical competency framework will consist of three levels:
Competency clusters - competencies linked by a common theme.
Competency - the actual behaviour required
Behavioural indicators – the behaviour one would expect to observe when competency is demonstrated. When a competency framework covers a wide range of jobs with different demands, the behavioral indicators are commonly divided into different levels.
Competency frameworks should to be relevant, simple to understand and use.
When they are – they establish a common language – which of course aids communication.
Personnel selection support
Psychometric testing
No one test can predict exactly how well someone will perform in a particular role. It can however, add useful information to the decision making process. To see our wide range of tests – many available online – click here.
Testing should only ever be conducted by trained professionals.
Work-sample tests
This does exactly what it says on the tin! It literally means using samples of the job in question – ie: working through an in-tray.
Interviewing
We are able to provide various level of support – from creating structured interview schedules to managing the entire process.
Assessment centres
At Barnes Cosgrove we can design an assessment centre built around your specific organisational requirements. An AC provides an opportunity to observe up to 12 candidates via systematic assessment based on competencies. What's more, it gives you the opportunity to observe candidates actually demonstrating skills and abilities
We can assist with the construction of a competency framework, if you don't already have one.
Assessment centres can contain a number of different elements, including
- psychometric testing - aptitude and personality. These can be taken online prior to attendance to save time and provide valuable input into the construction of interview schedules. Click Here.
- in-tray exercises
- group exercises
- negotiation role plays
- competency based interviews
