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It is very easy to select the wrong people when recruiting or promoting into key jobs. That's what the research tells us.
Most organisations still rely on CVs and interviews to select employees. The typical predictive validity of such methods is as low as 0.2 – an 80% chance of getting the wrong person!
What's the best method? The research clearly shows that assessment centres – particularly when supported by structured, competency based interviews – come out top, with a predictive validity as high as 0.6. In practice, that's about as good as it can get.
An assessment centre will put candidates through a series of real time exercises, tailored to reflect the nature of the jobs on offer, and to measure the competencies that you are looking for. Candidates aren't merely asked to talk about what they can do – they have to show their competencies for real.
Why then don't organisations use assessment centres as a matter of course?
Well, they require a team of experienced assessors – and that expertise is seldom found internally, and can be expensive and time consuming to develop within the organisation.
Assessment centres are also seen as being too expensive. Yes, they will cost you more than a short, ineffective interview. But the expense and disruption of hiring or promoting the wrong people will quickly exceed any additional costs.
Silver Service offers highly cost effective assessment centres. We will design the events to match your recruitment/promotion requirements - and budget. We can bring together a highly experienced team of assessors from our associate base – of the right size to match the event. We are used to running highly focused events - which reduce your costs, but maintain effectiveness.
To find out how Silver Service can help you choose exactly the right person for the job, contact
Ring John or Jennie on
0114 236 2302
or email us on