Blog by Mark Wilkinson.
A few years ago, I came across an article on the BBC website:
Happy hiring: The firm that recruits Mr Men characters ( https://www.bbc.co.uk/news/business-39653431 )
About how Timpson’s select candidates based on personality, sometimes imagining them as Mr Men characters.
I was amused by the idea.
Standardised interview panels would suddenly become fun.
And the workplace alive with Mr Funny, Mr Chatterbox and Mr Silly.
(Although on reflection I have met them in the workplace already!)
Next week I’m faced with another recruitment panel.
It triggered my memory of this article
Whilst our understanding of gender neutrality makes it feel dated
It still made me think, ‘What is the best way to recruit?’
In the most competitive of industries, professional sport, personality testing is the final part of the recruitment stage.
The beginning, middle and almost end is data.
It’s I Robot they seek.
Stats and data analysis lead the way, with a final character check at the end.
Graduate recruitment takes a similar approach.
It is often sequenced: CV -psychometric test – video interview – panel interview (or assessment centre).
Both processes are heavily data driven, CVs read not by people but by A.I.
And during COVID companies reported that the lack of physical meetings did not hinder their recruitment processes https://blogs.ed.ac.uk/careersinformed/ise-are-virtual-assessment-centres-the-new-normal/
So where does that leave Timpson’s personality-based approach?
‘A success’ remains the answer.
The company continues to thrive and innovate, positively impacting society: https://www.theguardian.com/society/2021/oct/18/timpson-praised-for-offering-to-pay-for-hrt-prescriptions-for-staff-menopause
So on reflection my response to ‘what is the best way to recruit?’ would be…
Whilst data analysis is often appropriate
There is always a Little Miss alternative to the standard recruitment processes.
Author: Mr Daydream (Mark Wilkinson)