Jackie Casey

I have worked in the field of training and development for 20 years in total and work with people in a business to improve performance through bespoke Training, Coaching and Psychometric Assessments which is my specialism in Success Train People.

I am passionate about people development and loved working with people to make change, enhance their performance and achieve more.
2 minutes reading time (343 words)

Taking the risk out of recruitment

Recruitment has inherent risks and considering what is at stake, many adopt a rather relaxed approach to the employment process. If businesses are lucky, recruiting the wrong person simply has financial implications - losing money on agency fees, advertising costs and the investment of time. 

Wolf in sheeps clothing Small web sizeI was recently made aware of a case involving a new Sales Director. The selected candidate remained with the business for eight challenging months and when the dust had settled following their departure, the company analysed the cost implication which came to a staggering £121,000. At first glance, this appears to be farfetched but when broken down into recruitment costs and agency commission fees of £13,000, employment costs including salary, NIC and pension costs for eight months of £41,000, combined with the loss of profit on anticipated sales of £67,000 – then it is totally plausible. 
So how can businesses reduce the risk when recruiting?

The first and one of the most import steps is a ‘benchmark profile’ of the job. A suitable candidate cannot be expected to be found without analysing the position to be filled. 

By using assessments as part of the selection process, in addition to the more traditional CV, interview and references route – will not only help reduce risk in the process but also increase the likely success of the candidate in the role. Psychometric assessments are not some ‘dark art’ – they are a tried and tested method that can deliver positive results. Assessments elicit information about a candidate that cannot be obtained through the traditional interview process and add a logical, unemotional element which allow companies to compare candidates to find the best ‘fit’ for the role.

Of course, getting the right assessment is important and no one assessment fits every requirement which is why we have a range – from a short ‘step one survey’ which measures, personal integrity, substance abuse, reliability and work ethic to the more in-depth assessment which measures ability, behavioural traits and motivational interest. 

To find out how Success Train can support your recruitment requirements - call Jackie Casey on 01384 402592
Leadership, Emotional Intelligence and Soft Skills
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