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Recruit like a punter: rationalise

OpinionWritten by John Berry on 6th March 2018. Revised 26th March 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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Work sample tests in recruitment and selection

OpinionWritten by John Berry on 2nd May 2017. Revised 26th March 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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Designing decision tools - selecting the best: Trimester 3, Webinar 5

Audio VisualWritten by Sue Berry on 25th May 2019. Revised 26th March 2020.1 min read

• Emphasising that in deciding at interview and selection, you’re predicting who will excel;
• Illustrating the various selection tools available and show their ability to predict accurately;
• Discussing the key tools like general mental ability, personality and other psychometric tests;
• Showing you how to build work sample tests; and
• Setting out how you should go about interviewing to give good predictability.

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Linking performance on the job to selection criteria

OpinionWritten by John Berry on 6th February 2018. Revised 26th March 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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Setting foundations designing the right jobs: Trimester 3, Webinar 2

Audio VisualWritten by John Berry on 26th May 2019. Revised 26th March 2020.1 min read

• Showing how to model a firm to capture all the necessary functions to be done;
• Showing how functions can be aggregated to form various different jobs;
• Teaching how to design jobs for maximum motivational effect;
• Identifying the purpose and primary responsibilities and accountabilities in each job; and
• Beginning to determine the characteristics of the people who will excel in those jobs as preparation for Webinar 3.

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Effective recruitment tools

ArticleWritten by John Berry on 28th November 2018. Revised 26th March 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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