The recruitment and selection process is the gateway to any organization. It is interesting that most of the world’s highest financial performing companies have rigorous recruitment processes and recruitment is seen as a key business objective. These companies unfortunately are in the minority.
The goal of a well-planned selection method is to pick the person who will best fit in the job position in terms of abilities and skills, but also the one who will be able to offer value to the team and the organization. A bad choice of employees can cause great damages to an organization, and depending on their position in it, this can vary from intoxicating the organization’s culture to costing it large amounts of money.
I have been running master classes on recruitment for over two decades in almost every sector and all over the world; it is sad to reflect that most attendees still have a very naive approach to the very serious business of recruitment. One of the most widely observed phenomena is the fact that often, personality aspects of the candidates are overlooked. In many corporations, especially in those that are of high technical nature, the tasks and questions in the interviews are highly based on technical aspects and therefore personality aspects are ignored. In this book, the use of personality profiling and its essentiality for the selection process will be discussed.
Recent evidence shows that repeatedly organizations are tricked and deceived by applicants—sometimes the results have had dire consequences. The chapters of this book emphasize on the importance of the training of interviewers so that they can be able to detect impression-management and faking.
This book offers a process approach that can be adopted by any organization for its recruitment. It is designed to eliminate bias as much as is possible and to bring rigor and organizational control on this critical process.
The concise book offers help for professional recruiters and anyone in the organization who has responsibility for improving organizational performance through recruiting or promoting talented people.