Recruitment

The brief

If managers don't handle the recruitment process well, the enterprise misses out on a good candidate, and it costs money. In a tight recruitment market, that's just not good enough. So managers needed to be upskilled and equipped with a new, best-practice model.

The solution

To identify which behaviours were negatively influencing candidates' views, we implemented a competency-based analysis of the recruitment process. We carefully distilled the results and selected the most appropriate interviewing technique tools. We also created several tools for the unique needs of the organisation.

All 800 managers then attended a training session addressing specific recruitment challenges in their regions and branches. Staff were supported by the Learning Wave associate, who had group resolution skills, but the organisation still owned the challenges and the solutions achieved. Individuals received feedback on their interview techniques and a personal development plan was devised. Every level of the organisation that conducts interviews attended training.

The result

Managers told us they had gained confidence in 'knowing how to figure out if someone actually had the skills required for the role.' Head office has seen a large increase in regions making use of the recruitment process. Managers now understand that they are the key influencers in the success of the recruitment process.

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