Having worked in the recruitment industry for 20 years, I have gained considerable experience interviewing candidates and running recruitment campaigns to pre-select individuals for specific roles.
All my interviews are conducted over the telephone as I have developed tools and techniques, together with experience to provide me with an excellent initial first impression of a candidate. It is also an excellent way of pre-screening a large number of candidates in order to quickly develop a short-list. These relevant individuals are then relevant for a face to face interview with the employer.
Techniques used for interviewing:
I use behavioral interviewing techniques, generic competency based pre-screening and the STAR interviewing response technique. Some of the key areas I would evaluate:-
Interpersonal/communcation skills; self-knowledge and awareness; adaptability; motivation; attention to detail; innovation; and collaboration and teamwork.
The Process:
1) Initially I can work from detailed job specifications and will verify the content and detail before proceeding.
2) At the early stages of an advertsing campaign I can carryout all the CV pre-selection against the agreed job specs and criteria of core skills and competencies, to identify relevant candiates.
3) With a list of the pre-selected candidates, I can carry out the telephone interviews in order to pre-screen the candidates to draw up a short-list for employer interviews.
4)Interviews are conducted for approx. 1 hour and following the interview a very detailed report will be provided with a detailed breakdown of the candidates core competencies, skills and behaviours and relevance to the specific roles.
Details of recent work:
Over the past 5 years I have carried out several large scale campaigns very successfully for Airbus in the aeronautics field. They were seeking top talent (Engineers with MBAs) globally for 3 European sites. From a global advertising campaign I pre-selected 250 candidates from an initial response of 2,800. I then carried out competency based telephone interviews reducing the short-list to 69 relevant candidates that were then invited to a two day Assessment Centre. Airbus recruited 42 candidates for this campaign and were delighted with the outcome. I have repeated this exercise for them annually.
Pre-selection of candidates from database or campaign:= 250 pounds sterling per day.
(approx. 150 screened per day)
Interviews:= 85 pounds sterling per interview
10-20 interviews:= 60 pounds per interview
20-50 interviews:= 50 pounds per interview