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The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
The selection procedure A to Z
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The selection procedure A to Z

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Presentation for Antwerp Management School, Nov. 2011

Presentation for Antwerp Management School, Nov. 2011

Published in: Career, Business, Technology
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  • 1. The selection procedure A to Z Tips & tricks
  • 2. Applying at IKEA
  • 3.
    • Parisa Kashani
    • Postgraduate Human Resources Management, VLEKHO - Business School, Brussels, 2007
    • Consultant at Search & Selection since 2007
    • Specialties: recruitment, selection, direct search, assessment centers, competency management
    • Thomas Tielemans
    • Master Industrial Psychology, KU Leuven, 2008
    • Relationship Officer at Search & Selection since 2008
    • Specialties: Recruitment communication, employer branding, selection, assessment
  • 4. Introducing Search & Selection
    • Founding year: 1977
    • Team : 30 employees, 15 consultants
    • Specialties: Recruitment, Search, Selection, Evaluation, Development, HR consulting
    • Markets:
    • Private & public
    • National & International
    • Multiple industries
    • Multiple job profiles
    • Multiple levels
  • 5.  
  • 6. Introducing Young Prozzz
  • 7.  
  • 8.  
  • 9.  
  • 10.  
  • 11.  
  • 12. The job ad
    • Intake with client: making a good job ad, try to trigger
    • The vacant position+the organization as reference points
    • Competency profile: 6 - 8 essential competencies
  • 13. Competency dictionary
  • 14.
    • Analyse job ad:
    • Look for the key competencies
    • Letter of motivation:
    • Give personal description that matches the competency profile
    How to maximize the chance to be invited for a job interview
  • 15. Analyse job ad
  • 16. Recruitment & Search
    • Maximum visibility : using online and offline media like jobsites, newspapers, industrial magazines, etc.-> ‘passive’ way of recruiting
    • Targeted search : searching in networks, databases (internal & external), job fairs, relationship with schools -> ‘active’ way of recruiting
  • 17. Headhunting & International search
    • Headhunting :
    • Top profiles (executives) en specialists
    • Approached in a direct and discrete manner.
    • International search :
    • An experienced consultant manages the selection on location.
    • EMEA, Russia, Asia
  • 18.  
  • 19. How to maximize your visibility
    • CV databases:
      • Complete your profile
      • Use relevant keywords
      • Register at recruitment agencies
  • 20. How to maximize your visibility
  • 21. How to maximize your visibility
    • CV databases:
      • Complete your profile
      • Use relevant keywords
      • Register at recruitment agencies
    • Social media
      • Membership of relevant LinkedIn groups
    • Spontaneous applications
  • 22. The Selection Procedure
    • Step 1: CV screening
    • Step 2: Interview (Preselection)
    • Step 3: Final selection:
          • Psychotechnical research / Assessment Center
  • 23. CV screening
    • An application form on our website: www.searchselection.com , is part of the procedure.
    • Candidates are screened for the first time based on their cv, cover letter and their answers on the application form.
    • Selected candidates are invited for an interview
    •  
  • 24. How to write a convincing letter of motivation
    • Explain why:
    • you apply:
      • What is it that attracts you in the job? What will motivate you?
    • they should consider you:
      • What are your relevant qualities? What is the added value you can offer them?
  • 25. How to write a convincing letter of motivation
    • Match your explanation with the job profile
    • f.i. commercial job:
    • aim for results and high performance
    • love social contacts
    • enough challenges
    • prove yourself
  • 26. The resume
    • Make it easy for the recruiter to find all relevant information
      • Structure
      • Emphasize (bold)
    • Free CV-check: [email_address]
    • European CV model
  • 27.  
  • 28. Interview
    • 1. Questioning using the Case Method:
    • Hypothetical situation
    • How react?
    • Example competency: ‘working together’
    • Suppose you and your collegue have to organize a training day, but that collegue does not cooperate and gives all the tasks to you. What would you do?
  • 29.
    • 2. Questioning using the STAR method:
    • Starts from a real situation
    • A more reliable image of someone’s behaviour
    • Example competency: ‘working together’
    • 1. We ask the applicant to describe a true S ituation regarding a certain competency:
    • Can you describe a situation in which you had to work together with a colleague, but this didn’t go so well?
    • 2. What were your T asks and responsibilities?
    • 3. What did you do? Which A ctions did you take?
    • 4. What was the R esult of those actions?
    Interview
  • 30.
    • FAQ’s:
    • Why did you apply for this job?
    • What do you know about our company?
    • Where do you see yourself 5 years from now?
    • What are your strenghts and weaknesses ?
    How to prepare for a job interview
  • 31. Core Quadrant Model (Ofman)
  • 32. Core Quadrant Model (Ofman)
  • 33. Final selection
    • Psychotechnical research:
    • in-depth interview and psychotechnical tests
    • ± 4 h
    • Assessment center:
    • in-depth interview, psychotechnical tests and simulation/ assessment exercise
    • ± 6 h
    • For managerial positions we do an assessment center
  • 34. Competency matrix
    • In een competentiematrix wordt weergegeven welke competentie op welke wijze gemeten wordt.
    Interview Sim ex 1 Sim ex 2 Test 1 Test 2 Test 3 Test 4 Competency 1 X X X Competency 2 X X X X X Competency 3 X X X Competency 4 X X X X X Competency 5 X X X X X X Competency 6 X X X Competency 7 X X X Competency 8 X X X X X X
  • 35. Psychotechnical tests
    • Personality questionnaire
    • For example: Gordon/GPP-I: Basic factors of personality (the Big Five)
    • Knowledge tests
    • Intelligence tests
    • Motivation & career choice
    • Memory & Learning
    • Etc.
  • 36.
  • 37.
    • Management role play
    • Commercial role play
    • Analysis & presentation exercise
    • Planning exercise
    Assessment exercises
  • 38. How to succeed in a test day
    • Is preparation useful?
    • Knowledge tests: yes
    • Personality tests: no
    • Intelligence: limited
      • Prepare yourself with online example tests
    • Good night sleep: very
    • Manipulate personality? No
    • measuring social desirability
    • Inconsistant profile
  • 39. The role play
    • Example videos
    • http://www.youtube.com/watch?v=0MKGpMD67b0&
    • http:// www.youtube.com / watch ?v=S6j1Nnj97rQ&
    • Example videos
    • http://www.youtube.com/watch?v=0MKGpMD67b0&
    • http://www.youtube.com/watch?v=S6j1Nnj97rQ&
  • 40. Feel free to contact us
    • Thomas Tielemans:
    • [email_address]
    • www.linkedin.com/in/thomastielemans
    • Parisa Kashani:
    • [email_address]
    • www.linkedin.com/in/parisakashani
    • www.searchselection.com
    • www.youngprozzz.com

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