Recruitment Process and Tools

Building a Candidate List with Best Practice Recruitment Process
Recruiting the right people into your business is crucial for its long-term success. But sifting through applications, reading CVs, developing short lists and interviewing candidates can be a time consuming and often costly process.

BBPN has developed an innovative yet simple solution to the problems of building a good candidate list while minimising the time spend both for the recruiter or manager and for the prospective candidates.  This knocks holes in some firmly held beliefs that good quality recruitment  has to be hard work or inconvenient for either the recruiter or the candidates.

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OnePage Revolutionises Recruitment Process

Newspaper adverts, mountains of CVs and half-hearted applicants are a thing of the past at Manchester - based Trolex. The company has embraced BBPN’s new OnePage™ recruitment funnel, a questionnaire-based solution which is transforming the way in which they find new employees.

Trolex manufacture sensor and monitoring equipment for hazardous areas and in the past, explains HR manager Lucy Murphy, had relied on agencies to help with their recruitment needs. However, the process didn’t always prove successful. “BBPN provide a tailored approach,” says Lucy. “From the start I could see this method was going to save us time and money. It’s a cost-effective way for us to recruit when you consider it against agency fees.”

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Safeguarding in Staff Recruitment

For many organisations that are dealing with children and vulnerable adults, safeguarding is a key challenge.  When recruiting for posts working with vulnerable young people and adults the interviewing and selection process is critical. Having a clear process that adds extra rigour to the selection process by identifying negative behavioural indicators is vital.

A group of key managers involved in recruitment and selection were asked to review the existing selection processes.  Information was gathered on the number of interviewees,  the number of appointments, and the reasons why panels recommended not offering a post because the applicant was deemed 'not safe'. Using this data a range of questions were designed to elicit information about behavioural traits.

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