Selection interviews are synonymous with the recruitment process but are interviews alone the most effective method of finding the right person as part of your recruitment management process?

Many people are recruited on their ability to perform well in an interview, whereas in fact the actual role they will be performing has little or nothing to do with being interviewed. Statistically, if your recruitment mangement strategy involves interviewing alone, you have no more than a 40% chance of finding the right person, assuming of course that you are using a competency based interview.

Objective Setting forms a key part of the staff performance management process. Many people have come across the SMART objective setting model and can quote what it stands for. For the benefit of doubt, the most commonly used version is: 

Working on the basis that managers are only as effective as the people that work for them (a sobering thought for many but definitely true!), the art of delegation is an essential tool for managers to perfect. But what is delegation exactly and how should you delegate?

Consider the last time you visited the hairdresser to get your hair cut. The chances are that you weren’t sat facing a blank wall, but instead, in front of a mirror enabling you to analyse every stage of the process. And once the masterpiece is complete, rather than the hairdresser simply describing what they have done to the back of your head, you are presented with another mirror so that you can see for yourself exactly what has happened to the back of your head. Doubtless, we then proclaim how delighted we are with our new look, even if secretly we may not be too sure and vow never to return again.