Stonbury are immensely proud to be supporting our clients across the UK at such a crucial time and have been designated as 'key workers' by DEFRA and the UK water utility companies. Our teams are working tirelessly to help secure and maintain drinking water supplies, ensuring clean and safe drinking water is provided without interruption to critical services such as our hospitals as well as the general public. Now more than ever, the safety and wellbeing of our staff is of the utmost importance and we have adapted our safe working practices to ensure social distancing precautions are in place and that the correct hygiene practices are being followed. Making safety is our priority, and we endeavour to make sure everyone at Stonbury goes home safe to their family.
While we do not wish to dispense with the traditional structured interview process, research has shown that using this method is often unreliable and ineffective. Many studies have shown that often there is little relationship between candidates’ performance in interviews and subsequent on-the-job performance.
With this in mind, it was timely for us to introduce additional selection tools to assist in acquiring a more rounded picture of a candidate’s abilities. The team has launched ‘Pick and Mix’, our new and more comprehensive way to interview and assess prospective employees.
In addition to the structured interview, the interview process for every role will also include two of the following methods; presentation, group exercise, in-tray exercise, difficult conversation role-play, job specific test (work sample/job knowledge test), blog/vlog post and team meetings.
The new tools will provide opportunities to find out more about the candidate and not just their technical abilities. It will also enable us to measure them against our core values, thus ensuring that they are a good fit for both the role and our organisation.
Framework Delivery managers have already received an introductory briefing session on the new tools and there is more support and training in the pipeline. For each new position, Adrian will partner with the hiring manager to develop tasks that accurately reflect each respective working environment, so that in time, we will have built up a library of available resources that can be used by other mangers in future recruitment campaigns.
While we will undoubtedly benefit from having a more robust interview selection process, this change will also have a positive influence on the prospective employees. The new methods, underpinned by our core values, further reinforce our employer brand and provide a window into our thriving and innovative workplace culture.
Stonbury continues to strive to be a modern, diverse and professional organisation and the introduction of ‘Pick and Mix’ recruitment will contribute to this endeavour.