Top Performers Selection Process Total Quality Recruitment - Providing Top Performers 9 Stage, 3-Dimensional Recruitment Process Process Schematic Total Quality Recruitment - Providing Top Performers Your decision to recruit is an opportunity to strengthen your team with a top performer. In all employment situations there is a pool of applicants ranging through the poor and the average performers up to the top performers. 1. Full Assignment Specification 2. Advertising / Search 3. Telephone Interview 4. Structured Interview 5. Behavioural & Reasoning Assessments 6. Comprehensive Shortlist Report 7. Structured Reference Checking 8. Managing The Offer 9. Induction Advice Failure to complete any step of the process will automatically increase the risk of failure after the appointment
		Unique ARS 9 Stage, 3-Dimensional Recruitment Process 1. Criteria Developed for Top Performers - ASSIGNMENT SPECIFICATION Primary Responsibilities Organisational Relationships Key Performance Indicators Key Competencies Required Preferred Behavioural Workstyle The Candidate Opportunity Any omissions will undermine the process and provide candidates unable to deliver the performance you require. 2. Reaching & Attracting Top Performers - ADVERTISING & SEARCH Maximise the quality and depth of the candidate pool High impact advertising or search techniques Without advertising your position you will totally compromise the quality of the candidate pool before you begin. 3. Identifying Your Potential Top Performers - TELEPHONE INTERVIEW All applicants will be telephone interviewed Applicant key competencies Rate against the position Develop objectively and quickly a longlist Ensure any exceptional candidates follow through Good applicants are not passed over Poor applicants are not progressed We do not use resumes for identifying longlist candidates as they are a very unreliable tool for differentiating applicants, leading to the exclusion of potential top performers. 4. Isolating The Top Performers - STRUCTURED INTERVIEW Structured interview techniques used Identify their achievements Confirm their skills and experiences Compare with the position Develop objectively and quickly a qualified shortlist The shortlist of candidates who meet the skills and experience requirements will not be progressed to you until we are satisfied that they also have the behavioural workstyle to deliver results to you. 5. Understanding The Top Performers - BEHAVIOURAL & REASONING ASSESSMENTS Behavioural Workstyle Analysis to ensure those candidates who have the technical skills and experience, also have the behaviour to deliver results in your business. Reasoning Assessments will be undertaken to better understand intelligence, learning and problem solving skills Failure to incorporate a behavioural dimension throughout the recruitment process will significantly increase the risk of appointee non-performance. 6. Selecting From The Top Performers - COMPREHENSIVE SHORTLIST REPORT Comprehensive shortlist report Match with required skills and experience Behavioural workstyle to deliver results Summary of the candidate's achievements The candidate's resume You will be provided with qualified candidates and objective information on skills, experience and behavioural workstyle on which a quality recruitment decision can be based with maximum confidence. 7. Validating Your Top Performers - STRUCTURED REFERENCE CHECKING Validation of Credentials, potential, and past achievements. Structured reference checking with past employers, colleagues, and clients As independent party we are able to obtain willing and frank participation by referees. You will have the benefit of a structured reference check to minimise the risks remaining in the process. 8. Securing Your Top Performer - MANAGING THE OFFER Ensuring candidate actually joins you! Counter offers from existing employers? Offers from other potential new employers? Unspoken uncertainties in the mind of the candidate? Delays in communication which may otherwise be interpreted as a lack of interest. Failure to effectively project manage the critical issues at this stage may mean losing the candidate and starting again. 9. Motivation of Your Top Performer - INDUCTION ADVICE How to Manage and Motivate Ongoing contact programme to identify any issues which may limit performance of appointee. Failure to complete any step of the process will automatically increase the risk of failure after the appointment. The Benefits To You You will have a Top Performer when this 9 Stage process is complete, as well as a comprehensive understanding of the job and the selected candidate. You will also have minimised the risks of under-performance by maximising the objectivity at every stage. Your investment in time and resources will have been well spent and guaranteed.
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