Assessment and Selection
Our team places a great emphasis on providing a consultative approach to the recruitment process, including a detailed assessment of the aptitude and suitability of the candidates we work with and present to our clients.
Our selection process includes:
Telephone interviewing
Our clients can be assured that all our candidates have been spoken to and assessed for their interest and suitability. In addition we clarify key reasons for moving jobs, motivations towards opportunities and core values.
Competency based interview techniques
For the majority of assignments we will conduct face to face competency based interviewing of candidates, working with clients to establish core competencies to interview and report on.
Interviewing for technical fit
Established for over 16 years and with 100+ years of combined recruitment experience, Euro-Projects Recruitment is confident in assessing the technical suitability of candidates. Wherever possible we request candidates bring examples of work to demonstrate their abilities.
Objective matching
Recruiting for cultural fit is essential to ensure values are shared throughout the organisation. To improve retention rates we therefore seek to establish key motivators. short, mid and long-term objectives and how these fit with those of our client company.
Reference checking
Wherever possible we will obtain references on our candidates as they progress towards offer stage. To increase confidence in the final selection of candidates, we will also seek to obtain informal peer references, where formal references are not forthcoming.
Working in close partnership with specialist occupational assessment consultants we also provide:
Ability testing
Employers are often interested in a candidates potential to perform a specific task or function. Where measurable parameters can be established we can provide simulation tests to assess verbal and numerical reasoning abilities.
Personality Profiling and Psychometric assessment
Identifying the behavioural characteristics and preferences of candidates can often prove essential in the appointment of candidates to roles where personality makes a vital contribution to the success of the position.
Personality profiling does not assess ability, but how a candidate views themself, how they perceive themselves to relate to others and their reaction to certain situations or moral issues.
Team profiling
Working on the premise that nobody is perfect but a team can be, we work with many clients to identify where the strengths and weaknesses of their team lies and assess which characteristics may need changing to produce a balanced group.
A useful technique, with real benefits in the reorganisation of departments or when bringing together a cross-functional working group or project team.
Assessment Centres
Our Assessment Centre service is comprehensive and draws on leading expertise from within Euro-Projects Recruitment and our Occupational Consulting partners. All our assessment centres are tailored to provide a bespoke solution to clients, and identify specific characteristics.
Our range of exercises includes:
- Group discussions
- Group activity
- A moral dilemma
- Prioritisation exercise
- Role play
Our service includes assessment centre design, scheduling, organising candidate attendance, event hosting and coordination, administering assessments, interpreting results, presenting and communicating results to clients with recommendations.
We have experience of designing and delivering Assessment Centres for a diverse range of candidates including apprentice and graduate intake projects.
Contact Us for a consultation on how we can assist your assessment & selection process
Euro-Projects Recruitment Ltd
No.1 Cartwright Court, Bardon Hill, Leicestershire, LE67 1UE, UK
t. +44 (0) 1530 833 825 f. +44 (0) 1530 835 063
e. recruitment@europrojects.co.uk
Skype. europrojectsrecruitmentlimited
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