To meet this challenge, we devised a plan to co-create new recruitment and selection processes with the client to more efficiently and effectively filter candidates during the interview process and then select the right people for the right roles based on competency and culture fit.
This project was outlined in two phases: recruitment and selection. For the first phase, our goal was to create questionnaires for the client that better reflected the competencies and characteristics needed for success. To do this, we worked with the client to facilitate a needs assessment to identify desired outcomes for the roles and conducted Behavioral Event Interviews (BEI) with model employees and those identified as experts in their roles to define the skills, abilities, and characteristics that determine success. Lastly, we did a culture analysis to define what a good culture fit meant for the organization. We were then able to create behavioral questions for the first and second rounds of the recruitment process that reflected these desired characteristics in candidates.
From there, we created Behaviorally Anchored Rating Scales (BARS) to correspond to each question so that interviewers could assess candidates based on certain behavioral markers that indicated what a superior, satisfactory, or unsatisfactory response was. The scales focus on the behaviors determined to be key to performing the job properly rather than evaluating more general candidate characteristics, such as personality or experience. These scales help the interviewer rate candidates’ responses more equitably and improve rating consistency among interviewers.