Glossary Terms Effective Recruitment Course
The following is the glossary section on the effective recruitment course:
Audit
A review of the actions taken, decisions and outcomes of the recruitment process. The aim of the audit is to identify areas of improvement and to validate the decisions made.
Competencies
The work style or behaviours that you expect a person to have to be able to perform the role. There are many behaviours or competencies that can be seen as desirable for a particular role; in the course we listed the following competencies: management and leadership, sales, performance driven, decision-making, technical and creative thinking.
Competency-based interview questions
The style of structuring questions to obtain information on a candidate’s behavioural competencies. Competency-based interviewing is based on the principle that past behaviour predicts future behaviour. This style of interviewing has the advantages that it is systematic and fair, can readily be adapted and is legally defensible.
Eligibility
Eligibility can be defined as the attributes a person has: these include qualifications, skills and knowledge of the target technology, market, industry or customer. Eligibility is usually the information that people put onto their CV and can be clearly judged, but may need clarification at interview.
Ideal fit
An ideal fit is a person with high eligibility i.e. they have the right qualifications, skills and have worked in the same or a very similar business environment. Also, at interview, they have demonstrated a high level of suitability for the role. They have discussed and given examples of their preferred team and leadership behaviour and shown an appropriate level of personal impact and communication skills.
Job description
The job description will provide information on the technical skills and knowledge required; it will outline the work to be conducted by the jobholder, the significance of this work and the level of autonomy allocated to the jobholder. The job description is also likely to document the nature and conditions of the work, the challenges and an indication of the level of performance required.
Knowledge
Knowledge is a word often misused in recruitment. Knowledge means having in one’s mind or memory as a result of learning or experience. Therefore, someone may have knowledge of a particular sales or management activity but not the skill to perform it.
Misfit
A misfit, in terms of the recruitment process, is a person who demonstrates both low eligibility and lower suitability. These are obvious rejection candidates at the CV screening stage of the selection process.
Person specification
An additional section added into the job description which defines the behavioural competencies that are required for a particular role.
Poor fit
A poor fit is a person of high eligibility i.e. they have the right qualifications, skills and have worked in the same, or a very similar business environment. However, the candidate does not demonstrate the behaviour that will fit with you as their manager or with the team.
Skills
Skill is the ability to do something well. If, a role requires someone to possess a particular skill, then acceptable candidates are those who already possess the ability to apply knowledge and learning to achieve a particular result.
Suitability
Suitability is a measure of how a person’s demonstrated behaviour and communication skills match a role’s requirements. Suitability can be inferred from an individual’s CV and analysed with targeted selection questionnaire and team behaviour analysis, but ultimately it will only be accurately judged through an interview.
Surprise fit
A surprise fit is a person with low eligibility i.e. their CV alone may not show them to be a strong fit. However, there is sufficient evidence from their CV and pre-interviewing testing to suggest that they have gained key transferable skills or knowledge that may make them a highly suitable match for the role. This evidence confirmed at interview, shows their behaviour and fit with the team is highly suitable.
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