Finessing Your Candidate Short List

Finessing Your Candidate Short List

On the back of my Talent Talk Newsletter "Don't work with arseholes", which touches on a couple of the key reasons why people leave their jobs i.e. toxic company culture and poor management, (Forbes) I thought I would share with you some ideas of how to deal with this challenge.

When you are recruiting, don’t overlook the importance of the individual being the right “fit” for your business irrespective of how well you believe they can do the job.

The below article by Ashley Boroda, explains the importance of how a little extra work put into your candidate shortlist, can save you from not just a lot of wasted time but also a lot of wasted money if that fit is not right. ?

Don’t underestimate the value of your shortlist when recruiting for a role in your business. It is possible, of course, that you reject everyone on the shortlist and start again. The chances are high that due to time and financial pressures, you will invite candidates from your shortlist to interview or whatever method you use for assessment. However, if your shortlist contains candidates who are the wrong fit for the role in question, you will have significantly increased the chances of offering the position to the wrong person, a very expensive outcome.

I work with clients using iMA. iMA is an outstanding non-psychometric tool which helps to identify the four groups we all fall into. Either we are High RED, High YELLOW, High GREEN or High BLUE. Every person is one of those four iMA colours and where people have iMA colours, jobs have iMA colours too. For everything in your company to work perfectly, everyone needs to be in a job with a matching iMA colour.

Either we are High RED, High YELLOW, High GREEN or High BLUE.

This begins with the recruitment process, firstly identify the iMA colour of the specific job and then focus all your efforts on attracting those people. Create a job advert with targeted language which attracts the right people to apply while also repelling all the opposite kind of people, whom you don’t want to apply, which saves a lot of time and a huge amount of money.

What you are left with is a short list of people whose iMA colour matches the job you are recruiting for, which is exactly what you want.

You can click the link above to see what iMA colour you are and the video below is an introduction to how iMA works.

iMA is the only non-psychometric communication tool in existence, iMA can help any organisation to develop a winning strategy by analysing every job and task and matching it to a specific style. That job style can be matched to a person of the same style, meaning this perfect match has landed you an employee who loves the job you need them to do. People thrive in jobs that they love and they love those jobs because they are good at it, the reason they are good at the job is simply because they are a perfect match. Unlike psychometric systems, iMA is: user-friendly and straightforward and far less complex.

If you would like to know more about iMA and how the communication tool can help you in your business feel free to ask me how or contact Ashley Boroda directly.

Look out for my next Newsletter!

ARR Talent Limited specialise in helping Financial Services firms to Attract, Recruit and Retain great talent. If you are considering your career options or looking to recruit great talent, please get in touch with Graham Hughes .

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