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Defining the need Job Analysis, Job Description & Person Specification adopting the following:
Physical Make-Up Appearance, Health, Strength/Stamina, Speech...
Attainments Education, Qualifications, Training and Experience
General Intelligence Practical application of knowledge, Problem Solving, Common Sense
Special Aptitudes Mechanical aptitude, Manual dexterity, Numeracy, Literacy, Language...
Interests Leisure activities conflicting with shift working...
Disposition Personality, Influencing, Dependability, Team Spirit, Emotional stability...)
Circumstances Background, Availability...
Contact Rubicon
We are a service focused organisation and rely on new clients coming from professional recommendation and this website.
Our consultants are focused on filling client vacancies rather than selling activity. In our industry this is another unique differentiator.
Job Filling Approach
Workforce planning Identifying & analysing workforce needs in relation to client objectives, vision & growth targets.
Attracting suitable candidates to pre-select for interview from a pool of general candidates obtained from our databases, web & other targeted advertising.
Pre-selection by considering CVs, application forms, letters of application, responses to web advertising.
Assessing candidates to identify their ability and competence to undertake clients' roles.
The selection decision The selection process is concerned with managing information & candidate details and matching these to the job description and person.