The Real Reasoning Behind Current Flight Cancellations Flight cancellations and delays have been a significant issue of late within the UK and it seems there
If time were no problem you could interview every promising candidate that applied for your vacancy. However, in the facilities management sector, few managers have time to spare and the most suitable candidates for a role need to be identified swiftly, effectively and fairly.
Eliminating unsuitable candidates
Those who opt to manage their recruitment process entirely in-house need to be especially vigilant about how they use their time. Without a specialist recruitment agency to sort the wheat from the chaff, an effective screening process is crucial to quickly rule out candidates without the necessary skills and experience. Of course, even with such a system in place, companies should expect the task of reviewing bulk applications to draw heavily on the company’s time and resources.
Companies that utilise a specialist a recruitment agency, on the other hand, can expect all the applications forwarded to them to meet their specified criteria. With the FM sector requiring highly skilled and experienced candidates, there is no underestimating the importance of employing an agency that has a wealth of knowledge in this specific industry to take pressure off the company whilst delivering outstanding results.
Identifying the strongest candidates
Ideally, the line manager who will be responsible for the role on a daily basis will have been involved in creating or updating the job description and person specification for the job. It is also a good idea for this person to take the lead in selecting the candidates to interview, working alongside a colleague to avoid partiality.
It is of paramount importance that throughout the process, the person(s) responsible for recruiting candidates are knowledgeable on the rules and regulations of the task. This should include maintaining strict confidentiality on each candidate and making sure that no decisions breach the discrimination act.
Score against your person specification
A scoring system is a fair and effective way of identifying which candidates most closely meet the person specification. A very simple structure could offer up to 10 points for demonstration of the essential qualities within the specification and up to 5 points for the desirable qualities.
Award maximum points to candidates who meet the selection criteria fully and provide clear evidence to support this. Award fewer or no points to candidates who claim to possess the necessary competencies, such as problem-solving or budget-management skills, without clearly explaining how they gained the skill or use it in their current role or another relevant situation.
Use a spreadsheet to calculate your candidates’ scores and rank them so that you can easily visualise which candidates most closely meet your person specification.
How many should you interview?
The number of people you choose to invite for interviews will depend upon the role being recruited. There will naturally be a greater number of suitable applicants for entry and mid-level roles than there will be for senior or hard-to-recruit roles, and you may need to interview more applicants for entry level positions to ensure you get the best personality fit.
Nonetheless, it is usually best to schedule no more than five one-to-one interviews for one day. If there are more than five candidates suitable for the job, invite your most promising five for the first round of interviews. You can then review these candidates’ performances and decide if you need to meet further candidates.
Review your top ranking candidates
Should your scoring system not clearly separate your candidates, you will need to review your applications again. Consider which candidates most closely meet your criteria while adding value in other areas.
Although you should adhere closely to your person specification when deciding who to shortlist, a degree of flexibility may be necessary. It is unlikely that a candidate will meet your person specification exactly so being able to recognise additional valuable attributes will help you decide between candidates.
If you are going to base decisions on any criteria other than that in your person specification, however, it is a good idea to do so on the agreement of two or more colleagues to avoid unintentional bias.
If you are recruiting for a permanent role, you may also prioritise candidates with a track history of committing to roles for significant lengths of time. On the other hand, if a role is short-term, a candidate with a record of moving on from positions after shorter periods of time may be ideally suited to the role.
If you are still left with a long list of potential candidates, telephone interviews can help you decide who to invite for face-to-face interviews. A 20-minute telephone interview can help you decide if a candidate has the required attributes, as well as the necessary professionalism and enthusiasm, to progress to the next stage.
What Does Your Social Media Presence Say To Employers? Your social media presence provides employers with an insight of who you are. Your image is
The Big Bumper Book of Interview Questions Download the eBook Working in the recruitment sector we’ve had to carry out our fair share of interviews
Some of the most Impressive and Iconic Royal Residences Queen Elizabeth II’s upcoming Jubilee celebrating an unprecedented 70 years in service got us thinking about
Workplace Time Wasters And How To Avoid Them Overview Feeling overloaded with work? Jobs not making as much progress as they should be? A big
Habits Of A Good Boss Overview Being a good boss really isn’t easy. On top of the workload, you are responsible for motivating, directing and
Overcome Shyness at Your New Job… When we start a new role it can be incredibly daunting, meeting new colleagues, trying to work out our
Tips on How to Recruit Gen Z Candidates Generation Z is the latest cohort, succeeding Millennials, with the birth range from late 1990s to the
Maxwell Stephens provide clients with a facilities recruitment UK service that will guide you through the complete process. We are always on hand to support and advise you, should you encounter a problem and endeavour to do whatever we can to rectify any concern or query that you may have.
Our latest Salary Survey report delves into the FM sector, including the demographic makeup of the industry, levels of remuneration, working life, responsibilities, and career attitudes and motivations.
Click the button below to download your free copy today.