A machine operator gets trained on the equipment and a sales person seeks self improvement from sales training. A manager’s job is less specific, and there are a plethora of subjects available to study on a management training course. One key area in which a manager should consider strengthening their abilities is in recruitment and selection.

In previous articles, the importance of moving towards a structured interview with behavioural and situational questions has been discussed. Now let us look at the concept of testing.

Psychological Tests
Typically you will need to seek the advice of a professional who can provide and interpret a test which will enable you to know which candidate best fits the profile you are seeking.

Team Exercises
With your shortlist of candidates (or perhaps involving current staff), set them a team oriented goal and observe, or have someone observe, each of the candidate’s behaviour and input. This is especially useful if you are appointing someone to work in a team environment; it will provide indicators as to which team role they will adopt (see articles on Belbin’s ‘Team Role Analysis’).

Work Sample Tests
It’s incredible how few organisations do this. Set each candidate a test or tests which directly relate to the job function they are likely to perform. For example, if you’re recruiting an I.T. engineer, create a simulated condition where they are expected to resolve a technical problem or problems.