The trouble with the recruitment of technical property people is, well, they’re technical and they like to talk ‘technical’.
But as a non-technical manager or senior leader, how do you ensure that you’re getting the skills and competencies that you need when CV ‘embellishment’ seems to now be commonplace?
We recently worked with a housing association client where we supported their in-house recruitment process by providing a senior technical manager from within our consultancy team to be a part of the interview and assessment of candidates to test their technical and professional capabilities.
We also designed competency based interview questions aligned to a very clear job description to support the clients own psychometric testing to tease out capability as well as attitude, behaviours and cultural fit issues.
It worked well and the client appointed an excellent candidate. Could it work for you?
Available options in ‘Assessing the Wider Person’.
A suite of bespoke ‘Choices’ to support your recruitment activity: –
- Technical briefing
- Job description
- Design and operation of Assessment Centre
- Accompanied interview
- Psychometric testing
- Behavioural competency assessment
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