We helped this large insurance company in the Midlands establish a rigorous recruitment process for middle to senior level IT appointments. This included psychometric evaluation and, under certain circumstances, a measurable suite of case studies for short listed candidates to give presentations on.

One project involved the interviewing and assessment of 12 internal applicants for 4 first line management positions. Key competencies were identified with the senior line manager, after which joint, competency based interviews were conducted. Full psychometric assessment interviews followed, with recommendations being made as to the most suitable candidates.

Interestingly, the process allowed some candidates to withdraw their application voluntarily, as it became obvious what the demands of the vacancies would place upon them. Other candidates identified that their talents lay in different directions, with one moving into an internal IT Client Relationship position, and another to a team leading role in software development.

Sometimes external candidates are included in the process, giving the recruiting manager confidence that they are looking at the widest possible pool of talent available.

A different recruitment project required candidates to analyse a business problem, make a choice between competing solutions, and then present their conclusions using a flip chart or overhead projector. The candidates were then questioned as to the rationale behind their decision, which called for them to defend and justify their presentation, with the result that their analytical, communication and persuasion skills were objectively evaluated.