Many
of our clients are attracted by our approach to selection
solutions. We provide practical consultancy on all aspects
of managing large volume selection processes, from initial
application to in-depth assessments. We develop effective
and easy to use tools which enable both HR professionals
and line managers quickly to make accurate and consistent
selection decisions. These tools are suitable for situations
such as mergers and acquisitions, or the opening of a
new business venture that involves hiring in high volumes.
You
may need this when:
•
you
need to recruit quickly in high volumes
•
you
need a simple and flexible method of recruiting for
a variety of roles within
time and cost constrain
•
you want to devolve
recruitment to line managers whilst ensuring that
consistency and accuracy of selection decisions is
protected
Xancam’s
approach Our clients have adopted our
approach and services to develop and design total selection
systems. These start with the selection criteria that reflect
the culture, brand and commercial priorities of the business.
This is furthered by our development of user-friendly tools
to promote objective and consistent selection decisions
across the business. In many cases, managers can be trained
and supported to run the approach themselves, without the
need for on-going external support.
Case Studies
(Summary)
Leading
Leisure Business –
creating a toolkit of selection methods and training
managers to make their own selection decisions to support
the opening of a new attraction
Leading
Food Retailer –
developing an innovative menu of user-friendly selection
tools for store managers to make consistent and accurate
hiring decisions
Mergers
and Acquisitions –
working in several merger situations to create approaches
that enable swift but consistent assessment decisions
with full business ownership.
Top
Tips
Leverage
your brand!
if you have a strong brand, use it to attract the best
candidates – make it a central part of the selection
approach
The
decision goes both ways
there is strong competition for talent – make the
selection process challenging and inspiring so candidates
are motivated to join you, not your competitors
It
has to be user friendly
bureaucratic or complicated assessment systems (no matter
how rigorous) are unlikely to be used by managers –
keep things simple
Help
the candidate decide
incorporate opportunities for self-selection (or de-selection)
by candidates – this maximises the likelihood that
only the most suitably talented people will apply
Off
the shelf or not?
sometimes candidates struggle to see the relevance of
standard off the shelf tests – developing selection
tools bespoke to your business preserves your brand, and
does not have to work out more expensive in the long run
