Vicki Mann

Using Technologywhen Recruiting:

Making the InvisibleVisible

…Measuringpeople’s skills,knowledge & personality

Our vantage point

Quality

Average

Outcomes

4 STEPS

to a quality

candidate

pool

WHAT YOU SEE

on the outside

may not be on

the inside

USE

TECHNOLOGY

to enhance not

automate

4 STEPS

to a quality

candidate

pool

Fishing in the same pond

MEASURABLE

return on

investment

DON’T

compromise

on quality

UNBIASED

and objective decision

making

application

cv / cover

interview

select

Realistic Job Profile

Situational Judgement

Core Skills

Personality

Attract

Engage

Picture this

Video 1

Video 2

Video 3

Video 4

Miranda Hayman

Story

Hayman Group

• Manufacturing SME – 130 employees.

• Limited resources and time for recruitment.

• Support to find the best candidate for the role.

Story

Situational Judgement Tests• Managers selected attitudes and behaviours

that fit with our way of working and culture.• Tailored scenarios for production and office.• Benchmark with current employees.

Benefits• Tests the values and attitudes of candidates

prior to first interview to help the selection process.

• Focus questions at interviews outside of the technical part of the role.

Personality Profiling• Use for candidates at second interview.• Understand the preferences of the

candidate.• Team fit.• Gives focus and depth to the interview.

Outcomes

4 STEPS

to a quality

candidate

pool

WHAT YOU SEE

on the outside

may not be on

the inside

USE

TECHNOLOGY

to enhance not

automate

4 STEPS

to a quality

candidate

pool

0203 693 2201 www.skillsarena.com

Thank you!