To make personnel selection innovative, effective and efficient is a problem for many recruiters. Which personnel selection procedure is the best for your particular vacancy? When should you use video interviews, live interviews or an assessment centre? This is not an easy thing to determine.
As you already know, the secret to recruiting successfully lies in choosing and combining the right procedures to your vacancies. The combination of several procedures ensures that you can reliably assess all of the competencies that you require a candidate to have. Various assessment methods are complimentary to each other.
In a concrete example, we show you how to build an optimal selection procedure in 3 steps – starting from establishing the job profile.
1 // Set up a job profile with your hiring managers
What will be the candidate‘s specific tasks and activities? What skills / knowledge / experience are necessary to perform well? What can be learned? / what skills are indispensable? What distinguishes good staff from less good employees in critical situations?
2 // Match skills with selection procedures
What are the specific requirements? (e.g. you need someone with strong analytical skills → logical reasoning, numerical intelligence); What procedures are best proven to assess these requirements? (e.g. analytical skills can be checked with a cognitive performance test); How can various selection procedures be combined so that they complement one another?
3 // Define Cut-offs and decision rules
Which selection methods are best suited for which step in the recruiting process? What are the criteria a candidate has to match in order to be admitted to the next step in the recruiting process?
Do you have any questions about what selection procedures to choose for your vacancies? I’d be happy to help! Write to or give me a call at +49 (0) 30 60 988 533 8