ADVERTORIAL: Getting the people right

All too often we hire on skills but fire on attitudes – or in other words we hire on the ‘can do’, but fire because of the ‘won’t do’.

This is because the only recruitment process most people know involves reading resumes and conducting interviews.

That’s a shame because these two activities contribute poorly to recruitment accuracy. What happens when we give up this bad habit?

Chris van der Wijngaart, national HR advisor at Beaumont Tiles, says that being predominately retail, warehouse and administration, the company currently has a rolling annual average staff turnover of below three per cent. “The most critical area I believe to focus on is to appoint the right person to the position,” van der Wijngaart says.

“We use a web-based tool called Expr3ss!. This has proved an invaluable tool in very efficiently identifying the ‘can do’, ‘will do’ and the ‘fit to’ the business.

“Expr3ss! has allowed us to very quickly filter the high priority candidates and it has trained us not to spend countless hours reading resumes. The trap of reading resumes to determine your short list, is that the candidate only tells you what they want you to know and not what you need to know.

“This screening process before you even get to spending valuable time on the resume, interviews and reference checks makes the likelihood of finding the right person so much easier. Retaining the right people from there is made so much easier too,” van der Wijngaart says. These good habits make for better and stronger businesses, as David Evans, GM of national shoe retailer Spend-less Shoes finds.

“We save at least 6.5 hours for every job placement, filling 150 positions a year, saving a total of 975 hours per annum,” Evans says.

“For me, the biggest cost saving across our 163 stores, is ensuring the quality of candidates more likely to succeed and reducing the churn rate. One needs to take into account the hidden cost of team turnover for the wrong hires as well as the detrimental cost to business for getting it wrong in terms of team morale, poor customer experience and damage to your brand.

“Using the rationale that, the higher the level of employee, a wrong hire can cost 2-3 times their salary as financial impact on the business the saving could easily exceed $150,000 per annum.”

Dr Glyn Brokensha, MD of Expr3ss! confirms that best predictive accuracy is obtained by combining simple and relatively inexpensive methods in logical order. He reminds:

  1. Screen out those applicants who cannot meet minimum skills criteria (“no-can-do”)
  2. Use psychometric assessment to prioritise ‘will do’ applicants for a telephone interview, highly targeted towards the strengths and weaknesses identified
  3. Follow through with targeted reference checks to build your shortlist. “Finally, you should positively avoid reading resumes until the shortlist is completed. This reduces bias from reading what is little more than an applicant advertisement introduced into what is otherwise a solid, reasonably objective process.

For more information on Expr3ss!, visit or phone 1800 00 55 98.



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