The following In-House Advisor guidance note provides comprehensive and up to date legal information covering:
Interviews are a tried and tested recruitment tool, which can be supplemented by other selection methods depending on the role you are recruiting for. Some are more applicable to senior level legal roles whereas others may be more appropriate for more junior or secretarial roles.
A well structured interview, when paired with appropriate assessment, provides the best method for identifying the right person for the job.
This Practice Note covers:
assessment centres—what they are and when to use them
other tools for selection including
Assessment centres are cost and time intensive and are generally only used for either bulk recruitment or for more senior positions.
Typically an assessment centre will take place off site and last from half to one day and will involve the candidate taking part in a number of tests or role play scenarios to assess different aspects of their skills and abilities.
Common assessment centre activities may include:
a group discussion around a number of sensitive topics to see how well the candidate can put their point of view across or control their emotions
a cooperative team activity to see what their natural style of leadership is (for example working together to build a newspaper tower)
a presentation or business pitch
a written exercise
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