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How to compete in the “War on Talent” when Unemployment Rate is low

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How to compete in the “War on Talent” when Unemployment Rate is low

Tuesday, May 20th, 2014

UK unemployment Rate & The War on Talent

A lack of people and a high demand for talent is not what any business wants to see; however this is happening as we speak to thousands of organisations everywhere. This is when most organisations realise that they really are only as good as their people, yet many do not invest the necessary resource that is needed in their recruitment, selection and assessment activities.

Being confident your candidates are capable

Our team has been asked by many clients to design recruitment processes which attract high-quality candidates, cost effectively and which minimise the risk of costly recruitment errors.  It is a demonstrable fact that when analysed using longitudinal validation studies, interviews alone lack recruitment reliability and validity.

By far the most effective methodology is to combine a panel interview approach with a range of objective online assessments such as Hogan or OPQ using both personality and ability tests.  This gives you an opportunity to look beyond the CV or application form to a more comprehensive understanding of the candidate’s potential and not just their past attainment.

Attracting scarce or in demand skills

Too often organisations are trying to cut recruitment costs assuming good recruitment is easy and just a commodity service.  The reality is that good recruitment will make or break your organisation. A good executive search consultant is not a recruitment agent; they do not sell you candidates.  Instead, they are highly qualified professionals who offer real advice around the role design, package to offer and they then provide an appropriate shortlist.  They are not “CV shufflers” but consulting experts.

A good executive search firm or ‘head hunter’ are able to locate candidates using every method possible so that a high quality shortlist is obtained.  They will also include any internal candidates in the process so that a benchmark may be established.

Often candidates may be located oversees so a good executive search firm will also have a global network, in our case INAC.

Selection

Using objective personality assessment such as Hogan or other established tools which may be supported by more in depth panel ability testing is vital. This may also be supported by further in depth ability testing as appropriate and best practice interviewing to ensure that the candidate chosen to fit the role is right for your organisation.

A critical activity and not an admin function

For critical hires organisations need to see recruitment as a ‘value added’ activity which can help build high performance through selective recruitment. Be aware of the “CV shufflers” and low end administrative recruiters who devalue the process.

Good selection practices are proven to help build business performance particularly when implemented in conjunction with other ‘people’ practices.

In summary

  • Use a variety of methods when vetting candidates through the selection stage
  • Benchmark candidates, throughout the search process
  • Use the right tools & people to get the shortlist that you want e.g. psychometric testing
  • Make sure you identify what skill set & personality you want to fill the role, pre selection
  • Don’t get “sold” by potential candidates, make sure they fit within your organisation and that you are happy with them

 

When it comes to helping you make the best recruitment or promotion decisions few organisations can match Ramsey Hall’s breath of expertise or experience.

We provide the following services:

  • Executive Search & Selection includes assessment with each short listed candidate.  Our global reach in complimented by our global network membership of INAC
  • Psychometric assessment carried out online or as part of an assessment level for all recruitment levels usually using SHL or Hogan tools and deployment decisions
  • Capability assessment and executive assessment for ‘in house’ recruitment and development decisions

If you would like any further information on any of the above why not call us on 023 8023 6944 or
020 7288 2444 or 016 1848 0048 for a chat.

Matthew Davis is a Chartered FCIPD and Chartered Marketer FCIM qualified HR/Human Capital consulting professional

Matthew Davis is a Chartered FCIPD and Chartered Marketer FCIM qualified HR/Human Capital consulting professional. Experienced in most aspects of resourcing, business psychology, performance management and organisational development consulting as well as team leadership and budgetary management.
 
Thanks to kevin dooley via photopin cc for the image

Phil Boyle Takes Up Prestigious Global Aerospace Position as President of the Royal Aeronautical Society

Tuesday, May 22nd, 2012

Southampton, UK – 22 May 2012 – Phil Boyle, the Managing Director of Southampton based HR Consultancy, The Ramsey Hall Group, has been appointed as President of the Royal Aeronautical Society, the world’s oldest and most prestigious aerospace organisation. Established in 1866 and with over 17,000 members worldwide, the RAeS is head quartered in London but has nearly 100 branches across the world.  A completely multi-disciplinary Society, the RAeS has members from each and every part of the aerospace sector.

Commenting on his appointment, Boyle said, “I am deeply honoured to become the President of the RAeS, one of the most prestigious roles in the world of aerospace and aviation. Having been a member of the Society for over 40 years, I look forward to guiding the Society over the next year as we first undertake the biggest changes to our governance in over 50 years and then roll out an innovative “New Media” based membership offering that will completely globalise the Society with every member no matter where they are in the world enjoying essentially the same benefits.

“This has been an exciting time for Ramsey Hall too, as we saw our business grow by 80% in 2011.

“As a pilot, chartered engineer and HR professional I hope that my skills and experience will benefit the RAeS as it continues to encourage young talent to consider aviation and engineering as their career path.  Having chaired the local Solent branch which covers the whole of the Portsmouth and Southampton conurbation, I know how important our members are at a local level and will continue to strive to encourage them all to promote this amazing industry.”

Boyle will become part of a proud history of Society RAeS leaders, whose past presidents include HRH Prince Philip, the Duke of Edinburgh and military aviation pioneer Sidney Camm – the designer of the Hawker Hurricane.  Phil is the longest serving Trustee of the Royal Aeronautical Society and also the current Chair of the Solent branch – recognised across the society as being an exemplar branch and especially highly regarded for the support it provides to young people wishing to study for a career in aviation.

 

 

Ramsey Hall’s Succession Planning Article – Building the Organisation of the Future

Tuesday, December 6th, 2011

Are you looking at the future of your business? Why not read our article on Succession Planning, published in December issue of Executive Grapevine.

Please click the download button below, or the contact button to request further information.

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 Succession Planning Article