That means bringing in people who have the right capabilities and who fit-in with
the organization’s culture. Selecting the wrong applicant for the job can be costly.
Gut- feel unstructured interviewing is easy to do. Candidates learn to be ‘good talkers’
and propose to be ‘aspirational’ team players. But can you prove it?
What’s the best method to determine that the candidate is right for us?
Most selection processes fail to consistently identify the best candidate for a job.
Core Measures’ competency-based recruitment and interviewer training remove these
Our ‘Selecting STARS’ competency-based selection system is a highly-integrated, accurate,
fair and effective method of securing high performers.
‘Selecting STARS’ is a proven solution benchmarked on world class best practices,
designed to help develop the skills, techniques and requirements of successful interviewing.
‘Selecting STARS’ comprehensive, fully customisable skill-building programme trains
interviewers how to obtain the right kind of applicant information. This contributes
to the interviewer’s ability to make a prediction about the probability of success
in the job.
In summary, ‘Selecting STARS’ trains interviewers to:
Increase accuracy in identifying candidates with the competencies to perform.
Provide interviewers with consistent, appropriate questions to ask.
Base decision making on objective data rather than gut feel.
Collect complete behavioural information from a candidate.
Assess a candidates’ motivational match for a target position.
Create a more focused and systematic method towards recruitment.
Boost the company image to all interviewees and lift their self esteem.
Core Measures offers the following fully customisable competency based
‘Selecting Stars’ training-1-2 days
Administrator Support Training for ‘Selecting STARSs-1 day
1-1 coaching in using the ‘Selecting Stars’ candidate selection system
Developing a Competency based HR system-2 days training
All workshop materials and Selecting STARs handbook included receive ‘The 12 common
mistakes that interviewers make’