THE RIGHT CANDIDATE FOR THE RIGHT JOBIt’s commonplace in business to say that candidates are hired for their skills and knowledge – but fired for their attitude and aptitude.
Chandler Macleod’s BestFit™ methodology aims to increase the accuracy of the recruitment process. We do this by combining the most effective recruitment methodologies and psychometric tools into a comprehensive process that represents global best practice in recruitment and selection.
A PROVEN APPROACH IN A COMPETITIVE MARKETIn this competitive, candidate short market, we know that it is critical to make the right people selection decisions quickly. So we understand the temptation on the part of recruiters to skip psychometric assessment, in order to speed up the recruitment process.
However, the most successful organisations and recruiters recognise that they need to delve increasingly deeper, in order to understand an individual's fit for the role and the environment in which they will ultimately work. Utilising the standard approach of resume + interview + reference check simply doesn’t provide enough accurate information to guarantee successful hiring decisions in this war for talent.
HOW BESTFIT™ WORKSEssentially, our expected outcome is to find the candidate who is the ‘BestFit’ for the position and the organisation; thereby increasing not only the performance level in that position, but also the average level of performance across the organisation, effectively maximising the value of human resources while decreasing costs associated with turnover and poor performance.
Our aim is to ensure that a candidate is ideal, not just for the position, but also for your organisational culture, management style and team environment.
As part of every BestFit™ assignment, we undertake a complete Job Evaluation, which includes analysis of the organisation, the role, and the person. We produce a Job Survey Report that clearly defines the role and the organisational context, identifies the required outcomes and Core Competencies, and defines the Key Selection Criteria.
We then design a tailored recruitment process that will identify candidates who match your performance blueprint. You will meet only those candidates with the right knowledge, skills, motivators, style and abilities.
BestFit™ recruitment includes an objective assessment of whether a person possesses each of the following:
• The necessary skills, abilities and experience to perform the job to the required standard
• The right level of motivation to do the job
• The personality type to fit within the broader culture of the organisation
In utilising the science of recruitment, our BestFit™ model finds the most appropriate match between our candidates and our clients by assessing not only skills and knowledge, but also motivators, style and behaviour. The process is delivered through a combination of competency analysis, behavioural interview techniques and our proven web-enabled psychological assessment methodology. This allows us to understand precisely the candidates before we refer them for a particular job.
Importantly, it is cost-effective and time-efficient, so that the right person for the right role is identified both accurately and quickly.
A SCIENTIFIC APPROACH AT EVERY LEVELChandler Macleod consultants use behavioural, competency-based interviews to assess candidates’ suitability against pre-defined competencies. This style of interview is highly effective in assessing against specific competencies as identified as critical to the role by the client. Competencies are also assessed at resume, telephone screen and reference check stages.
Recognising that different roles within client organisations carry varying levels of strategic importance, Chandler Macleod offers a flexible approach to accommodate differing job categories – without compromising rigour. Chandler Macleod is unique in being able to screen and recruit against desired attitudes as well as competencies.
IDENTIFYING THE BEST OF THE BESTWhat could your business achieve if you could identify and recruit only the top third of performers?
Measures of human performance tend to conform to a classic bell curve or normal distribution, where the top third of candidates represent high average to superior performance. The aim of the BestFit™ methodology is to identify and hire only ‘top third’ performers.
Firstly, we analyse exactly what ‘top performance’ means for the role and the organisation, we then find the right person for you using our proven, scientific selection techniques. After the appointment we integrate the new employee’s performance with your role requirements.
This means that we don’t just deliver BestFit™ – we install it.