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Effective recruitment tools

Article

Written by John Berry on 28th November 2018. Revised 16th November 2020.

5 min read


All managers will interview candidates for jobs with their firm. Each interview, as the single selection instrument, must be designed to give evidence against all decision criteria. Interview alone is unable to be that good. Indeed, no single selection instrument is that good. We recommend the use of a number of ‘tools’ to support the interview. Read about those tools here.

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Scientific recruitment

Linking performance on the job to selection criteria

Blog Post

Written by John Berry on 6th February 2018. Revised 16th November 2020.

4 min read


Performance is when the employee does what they say they will. When recruiting, selection of new hires should be made on the test outcomes that evidence the personal characteristics, competencies and behaviours required for that performance. Base your selection on that evidence. Here's how.

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Waiter taking order

Recruitment, Search and Selection: get it right

Blog Post

Written by John Berry on 31st May 2017. Revised 16th November 2020.

5 min read


When assessing job candidates, a manager is trying to predict which candidate will perform best in a specific role. It makes sense therefore to use a selection process that will give an optimum prediction and it should come as no surprise that a thirty minute friendly chat and other ‘light’ selection methods come well down on the effective prediction league table. Here's a comprehensive discussion on how to get recruitment right.

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Figure 3-4
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Work sample tests in recruitment and selection

Blog Post

Written by John Berry on 2nd May 2017. Revised 16th November 2020.

4 min read


Many recruitment consultants and recruiting managers conduct interviews. But few optimise the selection process. This blog sets out the role of a very special selection instrument – the work sample or skills test. 'Work samples' is one of four tools, which when used together provide the highest predictive validity of all staff selection methods.

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Designer and colour

Recruit like a punter: rationalise

Blog Post

Written by John Berry on 6th March 2018. Revised 16th November 2020.

5 min read


There are three approaches that humans take to make decisions - automatic, neuralistic and rational. Only one - rational - has any place in recruitment and selection. Automatic helps us survive. Neuralistic is fine for incident commanders. But only rational works for hiring decisions. Here's why.

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Horse Race

Talent is a thing – a very measurable, valuable thing

Blog Post

Written by John Berry on 15th January 2018. Revised 16th November 2020.

8 min read


On BBC Radio 4, Margaret Heffernan, the writer and entrepreneur, mounts an attack on the idea that talent is a good predictor of future performance - and hence it should not be used in recruitment selection. Her article is a good listen but a bit muddled. Here we clarify and suggest that talent is not the useless thing that Margaret Heffernan suggests, but a multi-dimensional set of characteristics about each candidate that need to be known before making a job offer.

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BBC Broadcasting House