Selecting staff when they can really mess up
Discussion
Point me in the right direction on this one..
I have been fortunate enough to be paid by a client to spend loads of time developing a way of sifting through large numbers of job applicants to identify the poor ones, and I am currently doing the same for sifting the poor applications for sales jobs. The method has no copyright, but I have all the experience in developing and scoring. It is quick and easy but also fair to just about everyone, so some of the more politicaly sensitive organisations get a nice warm glow!
It occured to me that the method, which is a scorable application form could be applied to just about any job, but it works best when you have loads of applications for few jobs, where you need to identify the poor applicants and where it is important you don't make mistakes in choosing (for example when you are going to put lives in their hand or let them lose on you best clients). It is most cost effective when you are spending bucket loads on subsequent assessment (assesment centres, testing, bring them from overseas)or where having a bit about you is important, written skills play a big part or training is costly.
Any other careers where you think this kind of thing might work?
I have a bit of time over the summer and might think about versions for other careers to develop and sell, but I rarely venture into the private sector except for selecting sales staff so know little about other potential markets. Any pitfalls in those sectors would also be appreciated.
Remember, the closest to perfection a man ever gets is when he fills in an application form for a job!
I have been fortunate enough to be paid by a client to spend loads of time developing a way of sifting through large numbers of job applicants to identify the poor ones, and I am currently doing the same for sifting the poor applications for sales jobs. The method has no copyright, but I have all the experience in developing and scoring. It is quick and easy but also fair to just about everyone, so some of the more politicaly sensitive organisations get a nice warm glow!
It occured to me that the method, which is a scorable application form could be applied to just about any job, but it works best when you have loads of applications for few jobs, where you need to identify the poor applicants and where it is important you don't make mistakes in choosing (for example when you are going to put lives in their hand or let them lose on you best clients). It is most cost effective when you are spending bucket loads on subsequent assessment (assesment centres, testing, bring them from overseas)or where having a bit about you is important, written skills play a big part or training is costly.
Any other careers where you think this kind of thing might work?
I have a bit of time over the summer and might think about versions for other careers to develop and sell, but I rarely venture into the private sector except for selecting sales staff so know little about other potential markets. Any pitfalls in those sectors would also be appreciated.
Remember, the closest to perfection a man ever gets is when he fills in an application form for a job!
I did have one client who dumped everyone who used a second class stampt to reply on the grounds that they couldn't have been that interested. It certainly worked from an equal ops perspective. My own favourite is to get them to buy a lottery ticket and take forward the people who get certain numbers up. It goves everyone the chance of not having to work again at all.
The problem is of course any random system means you can miss the diamond in the dung heap.
The problem is of course any random system means you can miss the diamond in the dung heap.
steviebee said:
I worked for Barnardo's about 10 years ago and they had a similar system. They wouldn't accept CVs and the forms were designed to quickly identify the good and the bad.
Shouldnt be too hard as you will only get the bad anyway - they good will tell you to shove your forms and move on to looking at real jobs
toolsnstuff-couk said:
I worked for Barnardo's about 10 years ago and they had a similar system. They wouldn't accept CVs and the forms were designed to quickly identify the good and the bad.
Shouldnt be too hard as you will only get the bad anyway - they good will tell you to shove your forms and move on to looking at real jobs
This is very true I'm afraid - I have (when I had the luxury of another job to go to!) simply binned a big application form sent to me by a charity. My reasons? well if they don't have the knowledge to understand what my CV says and need to rely on a standard form to decide whether I can do the job then I really don't want to work for them. What made it worse was they were already employing a recruitment consultant so they had no need to sift through hundreds of CV's. The recruitment consultant did keep contacting me to get me to send the application form back as she knew I had what they wanted.
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