Partner - Risk Management
Senior Services Manager
Human Resource Assistant
No amount of testing or other tools will actually give you the answer you need. You are talking about a five person team. These tests and other things will apply more if you are talking about are much much larger scenario.
So instead, you need to ask him questions to ask certain whether he has headed teams, and how many and how has he managed postings. You also need to do any background check possible, specifically with the references he provides, to know how when he has managed the teams in the past. The problem however is in most cases the fact that he is planning for a post-remains confidential. And therefore you cannot actually call his references and do you have actually recruited
In the end, it's the skill of the interviewer that will decide whether you got the correct person or not…
10th June 2016 From India, Mumbai
Firstly, I would suggest that you need to look at your Recruitment and Selection process. If I understand the underlying message in your posting, you do not have a robust recruitment process in place to ensure you get the right candidates.
Secondly, from my reading of CiteHR over the last umpteen years, almost everyone seems to work on some sort of hit or miss type of scheme. Round up a thousand people looking for a job, interview them, and hope to God you find someone remotely suitable! And then you wonder why you can't get the right person. That is not recruitment.
Here again is Aussiejohn's 6 Easy Steps to Recruitment and Selection.
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job
2. A person specification setting out what skills and experience the successful candidate needs to perform the job
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview
4. A tightly targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company - no stupid, irrelevant questions that have nothing to do with the actual job
5. Well trained interviewer/s
6. A rigorous reference checking process
Place well worded advertisements, or work with a trusted employment agency who will source the RIGHT type of candidates for interview.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
MAKE NO MISTAKE. THIS WORKS. I have used this process many times in companies I have worked for, and I have also trained other people to use the process.
However, you will never find the right person unless you pay decent wages for the skills you are demanding, AND there is a clearly defined career path for the successful applicant to encourage him/her to stay.
11th June 2016 From Australia, Melbourne
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21st July 2016 From India, Bengaluru