Our comprehensive selection process comprises a series of rated/weighted steps that vary depending on the role. For example, if we are conducting the process for our annual Apprentice intake, aptitude testing is included. Note that the process is identical regardless of the selection method, including internal recruitment. At each step, assessments are made as to the necessity for immediate, additional or specific training and how it will be delivered to the successful candidate or employees working within the selection process. The steps are:
Interview plans are developed, including questions regarding the applicant’s willingness to embrace comprehensive professional and personal development within the organisation. By asking both open and behavioural/situational related questions, we are able to ascertain the candidate’s approach to training, tenacity, resilience and motivational capacities as well as career aspirations. Each member of the panel rates the interviewee against the Interview Selection Criteria. Panel member ratings are collated, averaged and then added to the two previous ratings [Application and Aptitude Testing], and averaged again to produce a final rating. Pre-determined minimum ratings are identified for short-listing. Second interviews, with an additional set of Selection Criteria, are conducted for specific roles. The same rating system applies.
Reference checks are conducted, with referees are asked to rate the candidate against the Selection Criteria, including willingness to participate in additional training. A final rating is calculated, then added to all previous ratings, averaged to produce a final rating. Health assessments are conducted, with EEO mandates considered – no individual is discriminated against due to any physical, ethnic, religious characteristics.
Successful candidate[s] are identified and verbally advised, with details of identified training requirements and probationary periods discussed and agreed upon prior to appointment. A Letter of Offer is tendered and unsuccessful candidate[s] are debriefed, with parents/guardians invited to attend for underage candidates. Mead Con believe that debriefs are a valuable and important component of the process, we take the opportunity of apprising unsuccessful candidates of areas in which they could improve. This includes strategies for future success should they apply again, whether with us or another company.
We focus on assisting young people to realize their goals and ensure that they don’t leave the experience with a feeling of failure but rather with positive motivation to apply our suggestions to develop further. Feedback received on our debrief process has been very positive and the service appreciated by participants.
Note: our Selection Process precludes any possibility of discrimination – if the applicant meets the Selection Criteria, they are appointed to the position.