Selection Days are a very thorough and experiential way of finding candidates that are the perfect fit for your company culture.
The beauty of a Selection Day is that you get under the skin of the candidates and see them showcasing their talents instead of talking about them!
To do this we look at three distinct areas which will determine the success of the role:
can they do the job
do they seem keen to come and work for you
does their personality fit that of your business
STEPS OF SELECTION DAYS
First up a quick welcome, introductions and a bit of housekeeping; we’ll zip through the running order of the day and then it’s time to get started.
This does exactly what it says on the tin. We do this at the beginning of the day and is simply a bit of fun which is designed to relax people.
Most interviews are very formal – but not here – and in order to create a relaxed atmosphere it helps if you get people doing something which is totally unrelated to the job and for a couple of minutes to just have some fun.
This is the section of the day where we ask people to do a short introduction. However, it’s the only part of the day where candidates are asked to do something on their own. It’s the first time we get an insight into who the candidates are as people.
It’s timed (much like all the exercises we run) and is usually to a format which relates to the job – you may be asked to talk about “someone you admire” or “what does excellent customer service mean to you” – candidates also find it much easier to talk about something from memory and the introductions are always much more natural rather than being put on the spot and talking about career highlights or their work history.
This is the time where we hand over to the customer for them to do a presentation about the business and the role. It’s all part of our two way process and the candidates tell us this is the most valuable part of the day as they get a real insight into what their potential employer is really like. We also run a Q&A afterwards which again gives them a much fuller picture of whether this role and this business is for them.
Phew, that’s a lot to take in, so it will be time to go and get yourself a brew and maybe some fresh air.
Throughout the day candidates will be split into smaller groups (constantly working with different people on different exercises throughout the day). Some group work will be for short exercises lasting around 10 mins, other exercises may be longer, around 45 mins to an hour. Each exercise we run is designed to test for the specific behaviours detailed in the advert the candidates applied for. All of the exercises are looking at working styles, i.e. communication styles, negotiating skills whatever specific skillset is required to be successful in the role. We are not looking for who is the loudest or the most vocal we are looking for quality of contribution and our ultimate aim is to try and test for competency and cultural fit in equal measures.
At least one exercise throughout the day will have been devised by the client. This gives the client the opportunity to work with the candidates on a real issue / challenge which the company faces either on a daily basis or has come up in the past. The aim of this exercise is for the client to get much closer to the candidates and work as a team member rather than standing back and observing. It also gives the candidate the chance to work with the client (usually the person they will report to or work with) giving the candidate a real insight into the working style of the business.
This exercise is tailored to the role. For example if we are recruiting a sales role, we will run an exercise which is targeted around sales. If negotiating is a big part of the role, then we will run a negotiating exercise and so on. With traditional interviewing, it’s impossible to test a specific skill set by asking questions. Lots of candidates have become extremely practiced at interview and if we need to know how well a candidate can close a sale, handle a product launch or negotiate with a supplier, then we simply have to give candidates the opportunity to show us that skill rather than talking about it.
The day concludes with short 5 minute 1-2-1 interviews with all of the candidates. Everything we have done up to this point has been in either small or larger groups and we feel it only right that we spend some time with each person on their own just to talk about how the day has gone for them and to check their interest in the role at the conclusion of the day. It’s informal and gives the candidate the opportunity to tell us a little more about themselves if they feel they haven’t already done so throughout the day.
This is something we ask each candidate to do at the end of the day whilst they are waiting for their 5 minute interview and the topic of the exercise will always be related to the role.
The exercise is provided to the client at the conclusion of the day together with the candidate’s CV.
Outstanding results from the recruitment process and in turn retention rates for your business.
We achieve great success with Selection Days with most event roles however, our area of focus is largely Sales and Marketing Roles where an 80%+ success and retention rate is achieved!
To find out more please contact [email protected]