INTEGRATE SELECTION

We want to recruit people who can fulfil the needs of a particular role. How effective are you at predicting their potential job performance based on your current selection tools?

 

We have a belief that we are ‘good interviewers’ but how many times have you been surprised when within six months the employee is simply not performing the way you had predicted?

 

The human brain is remarkable and in order for it to function at the level it does, it takes short cuts. These short-cuts include categorising which leads to many different types of cognitive bias. And the tricky part is, it can be unconscious!

 

In order to confidently predict a candidate’s job performance, we need to adopt an objective process.

  • Making better decisions: Job performance measures training

  • Design and delivery of assessment and selection centres and processes

  • Moving beyond bias training