Recruitment.

Recruitment is often cited as the biggest headache in a business. Whether your organisation employs hundreds and has a dedicated HR Department or you have only one or two employees, being as sure as you can be that you have selected the best candidate for any given position is not something you can afford to get wrong. Having the right person in the right position is an asset. Having the wrong person in any position can prove a disaster.

"I'd rather have a hole in my organisation than an asshole",  attributed to Steve Jobs, CEO Apple Computers

The standard process of recruitment familiar to us all has for many years been as follows;

• Advertise
• Sift the replies and select CVs that match the criteria (for smaller companies, usually this is done by a HR consultant on your behalf, thus you are trusting that a third party has correctly understood your requirements)
  
• review these applications and shortlist those perceived to most closely match the criteria (again, for smaller companies using external consultants,  how can you be sure that the shortlist comprises those best suited to your criteria?)
  
• interview the shortlist
  
• possibly a second interview of a final shortlist
  
• appoint

This process is both time consuming and costly and how many CVs are 100% truthfull? Yet they, along with the first impression at interview, are usually the basis of the employment decision because employers perceive that there are few, if any, alternatives.

Often the recruitment role is tasked to a HR Department or a HR consultant. These people are trained to see through the more obvious exaggerations in CVs, but their decisions on whether a candidate is ideal for the post are subjective rather than objective, relying on the individual's interpretations of what the employer's criteria is. 

Chespond offer the answer. A quick, cost-effective, efficient and accurate tool which has been developed and validated over 20 years of successful use, HATS is completely non-discriminatory, taking no account of age, race or gender. The system assesses not only qualifications and experience, but also personal and work preferences, producing a recommended candidate who is not only qualified for the role, but is also interested in, and motivated by, the role. A score is provided against each candidate based on the employer's criteria, thus the employer is assured that the shortlist comprises those most suitable for the advertised role. 

CEO, National Employment Agency;
* "HATS is an excellent tool for managers. My Managers are now more confident in their hiring decisions and can easily identify potential weak points in candidates as well as their strengths. Some of my Managers proceeded to hire candidates that HATS had deemed incompatible to the position. Needless to say, the turnover was very high and they have consequently learned to trust the system."

Manager, Industry Training Provider;
* "Our organisation employs 25-30 apprentices each year. We have been using HATS as a key element of the selection process since the start of 1993. Since that time we have enjoyed a zero drop-out rate and have substantially decreased selection time. I would highly recommend HATS as a very effective selection tool."

Managing Director, CareerFit, Australia;
* "I used HATS for the first time on a recruitment project this past December. I knew the interest from this particular job was going to be high therefore presenting a good opportunity to asses the savings HATS offers in time and administrative processing. By the end of the project I was able to reduce the time to view and process 135 resumes by 83%. I was extremely impressed."

Senior Lecturer & Marketing Consultant, University School of Management;
* "I completed the HATS questionnaire myself and was so impressed that I now have all my students do it. I wanted them to understand that profiling as part of a thorough selection process gives dramatically better results. They are usually sceptical until they see the results, then they are absolutely amazed by the accuracy.                                                                                                                                                                                                   No football coach would ever recruit a player on a whim, business shouldn't either!"

Using a unique combination of Enjoyment-Performance Theory and Paradox Theory in analysing the answers to a 30 minute online questionnaire, HATS, the most widely used system in Australasia and the Pacific Rim, which collects the equivalent of a full day's Assessment Centre testing, we provide employers or individuals with deep insights into candidate's workplace personas and performance.

This system removes the emotional or subjective element of the recruitment process and enables companies to accurately and cost effectively match the best candidate to any given position.

Through analysis of almost 150 traits we identify not only whether the candidate is the most qualified, but also what motivates them, any areas where further development would be beneficial, their potential for future promotion and many other potentially significant insights that might effect their performance. HATS can even provide suggested topics to be covered at interview if required.