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Attracting & Securing Top Talent

5th August 2010

With so much recruitment needed over the past year and facing the usual challenges of attracting and securing top talent to bring into the fold, RSTO have opted for the Assessment Centre model as a solution to recruiting high volumes of candidates within strict deadlines.

An Assessment Centre is a very commonly used recruiting approach that seeks to assess candidates using a range of techniques including interviews, presentations, group exercise, role plays, and written case studies. We chose this model to give more candidates the opportunity to shine within our recruitment process. By this I mean that candidates are judged across a number of areas and we are able to form a more accurate and rounded judgement of how they might perform in the role.

Our Trainer, John O Donnell has worked hard to ensure that we are getting it right and our aim is to be completely transparent with candidates and give them an accurate overview of the role and the environment they will be working in. As a result, here's what you can expect at one of our Assessment Centres; The morning will involve an introduction to RSTO, ice breaker session, group session, formal competency based assessment, call listening, 1-1 interview and role play. At the end we invite you to provide your feedback and appreciate any ideas on how we can improve the process.

If you are invited to one of our Assessment Centres, the good news is that you have already passed the first hurdle and got a foot in the door based on your CV. So, how do you convince us that you are the right person for the job? Below are some suggestions on how to impress us:
  1. Be prepared! Do some background research on the company, find out what we do, the markets we operate in, the clients we work with and the products and services we offer. Find us on social networks, ask us questions, and see what others have to say about us.
  2. Prepare your responses. Of course not all interviews are the same and at RSTO we like to keep you on your toes and maintain an element of surprise, but you can still expect the same basics to be covered. There are hundreds of websites out there to help you prepare for interview questions and help you prepare your answers. Be clear on the impression and key points you want to get across.
  3. Know your CV inside out! One of the most frustrating things in an interview is discrepancies in your CV and the inability to clear these up. Be honest about why you left previous roles, but be sure to be as positive as possible. Make sure you know the dates you started and left jobs and be clear of the order you have written it in. If you have highlighted certain skills and experience, also highlight these in the interview to sell yourself.
  4. Be yourself. The key to any interview is to relax and be yourself. If you have done your research and have made it to the Assessment Centre, you should already have a good idea that this is the role for you, by being yourself, being confident and being positive, you will be successful in convincing us of the same.
Assessment Centres are a very balanced way of looking at any candidate, hence why multiple activities are used. Therefore, if during the day you feel like you haven't done well in one activity, don't worry because the employers look at you as a complete picture – and after all we are each better at some things than others.

If you are successful at the Assessment Centre, we will invite you for a final stage interview where you will once again be given the opportunity to shine.

If you have any questions regarding our interview process, please fell free to get in touch. You can engage with us directly on Facebook, Twitter or Linkedin.

We look forward to seeing you.
 

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