Recruitment
Purpose
In most cases the selection of senior staff follows the sequence of job specification, shortlisting and interview. These are possibly supplemented by psychometric and other tests and potentially the assessment of candidates' performance in group exercises. The selection panel will then make a decision on measurable performance outcomes and also on the intangible assessment of the candidates' personality. This is a complex decision-making process that frequently leaves the panel divided. The Cogentus Framework presents a technique for integrating all the different strands that lie behind the decision-making process and presents these in a highly visual form to enable effective group decision-making.
Benefits
- The method represents both quantifiable and unquantifiable qualities of the candidates.
- The efficient use of the Cogentus framework and underlying methodology reduces the decision-making cycle time.
- Individual bias and preferences are excluded from the process.
- Enables the selection team to avoid typical group decision making issues such as lack of focus, participation and ownership of the resulting decision.
Our Approach
- Clearly establish the person specification.
- Define candidate criteria and measurement scales for each quality, typical examples of these include:
- Qualifications/affiliations
- Experience
- Test Outputs
- Interview Results
- Availability
- Skills and abilities
- Gather candidate information as part of the selection process
- The criteria are weighted and scored by the Selection Group
- The Cogentus system is used to rank the candidates by order of preference.
- Conduct what-if analysis, sensitivity analysis and view alternative stakeholder perspectives
- Make group selection decision
