Four ‘effects’ in selection Four ‘effects’ in selection interviewinginterviewing

PrimaryPrimary

RecencyRecency

HornsHorns

HaloHalo

Four parts to the WASP selection Four parts to the WASP selection interviewing structureinterviewing structure

WW elcome elcome

AA cquire information cquire information

SS upply information upply information

P P art art

Five good reasons to exit interviewFive good reasons to exit interview

To seek the real reasons for leavingTo seek the real reasons for leaving

To keep the door open to competent people To encourage a To keep the door open to competent people To encourage a positive imagepositive image

To discover issues and take corrective actionTo discover issues and take corrective action

To enhance selection practicesTo enhance selection practices

The CREAM recruitment modelThe CREAM recruitment model C C andidateandidate

R R elatedelated

E E mployabilitymployability

A A ssessmentssessment

MM ethodethod Source: Ripley and Ripley Source: Ripley and Ripley

Five key questions about applicantsFive key questions about applicants

What are their rights?What are their rights?

What upsets them?What upsets them?

Why do they fail to get shortlisted?Why do they fail to get shortlisted?

Why do interviewees fail to get appointed?Why do interviewees fail to get appointed?

What upsets them?What upsets them?

Six benefits of labour turnoverSix benefits of labour turnover

New ideas, skills and contactsNew ideas, skills and contacts

Less stagnation and resistance to changeLess stagnation and resistance to change

Lower pay and cost of benefitsLower pay and cost of benefits

New staff are keen to pleaseNew staff are keen to please

Organisation can become more flexibleOrganisation can become more flexible

Chance to restructure jobs or functions Chance to restructure jobs or functions

The 7 deadly sins of selection interviewingThe 7 deadly sins of selection interviewing

Not preparingNot preparing

IntimidatingIntimidating

Agreement seekingAgreement seeking

WanderingWandering

PontificatingPontificating

DuckingDucking

Not listeningNot listeningSource: Video Arts ‘Manhunt’Source: Video Arts ‘Manhunt’

Seven key issues in employee retentionSeven key issues in employee retention

TThe local labour markethe local labour market

Your employee age profileYour employee age profile

The local education sectorThe local education sector

Your reputation and image as an employerYour reputation and image as an employer

Managerial competencies and practicesManagerial competencies and practices

Pay and benefits – are you competitive?Pay and benefits – are you competitive?

In/ability to change as an organisationIn/ability to change as an organisation

Source: Andrew GibbonsSource: Andrew Gibbons

The DISRAELI model of selection

D iversity

I nitiative

S kills

R esponsibilities

A ccomplishments

E nergy

L oyalty

I ntegtity

Source: Gloria Dinerman

Eight types of selection interview Eight types of selection interview questionquestion

FactualFactual

ExploratoryExploratory

ChallengingChallenging

LeadingLeading

HypotheticalHypothetical

Open or closedOpen or closed

Alternative seekingAlternative seeking

ProvocativeProvocative

Personnel specification – the 8 point Personnel specification – the 8 point planplan

Physical characteristicsPhysical characteristics

AttainmentsAttainments

General intelligenceGeneral intelligence

Special aptitudesSpecial aptitudes

InterestsInterests

DispositionDisposition

CircumstancesCircumstances

Contra indicationsContra indications

Against Against whomwhom might an employer be might an employer be prejudiced?prejudiced?

What are the What are the pros and cons pros and cons

of employing the of employing the

over 55s?over 55s?

What would theWhat would the

idealidealcandidate look for candidate look for

in an advert?in an advert?