Athru Consultancy
What we do | Recruitment & Interim Management

Recruitment & Interim Management
Athrú Consultancy is not a recruitment agency but rather we can provide support to clients in their efforts to identify, attract and select the right candidates. Having the right person, in the right place, at the right time is crucial to organisational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly becoming involved in the selection process

Hiring the right person for your vacancy takes time, attention to detail and a focus on attracting the kind of talent and competencies that will add value to your business. On the other hand the cost of arriving at the wrong hiring decision should not be underestimated in terms of the impact on

  • the performance of other employees
  • your brand etc
  • customer satisfaction and relations
  • management time and effort

In a worst case scenario there is the potential cost of exiting the individual from your organisation not only in terms of direct costs but also the more significant but intangible costs of repairing any damage caused during their employment. Added to this is the cost associated with a new hiring process.

It is also apparent that we are now in a much more litigious environment in respect of employment law. There is a very significant number of cases arising in relation to individuals who have not been successful in gaining the role as well as, perhaps more surprisingly, a number where a successful candidate was unhappy with the process and won significant damages from their employer. Consequentially the entire recruitment process now requires much greater rigour and more robust approach .

In line with this the recruitment process we recommend the following steps:
Job analysis
Before recruiting for a new or existing position, it is important to invest time in gathering information about the nature of the job. This will form the basis of documentation of a role and responsibility profile for the position and will allow the establishment of an objective person specification to match the role

Job advertisement or direct search
This phase of the process must be underpinned by setting out clearly the

  • necessary and the desirable criteria required from the job applicant in order to
    • limit he number of inappropriate applications received
    • ensure objectivity
    • mitigate the risk of claims of crimination (either direct or indirect)
  • nature of the organisation’s activities
  • job location
  • reward package on offer if appropriate
  • job tenure (for example, contract length)
  • details of how to apply.

Selecting the candidates
Selection decisions should be based using a range of tools including:

  • Structured or competency based interview
  • Psychological testing
  • References
  • Medical examinations

All tools used should be validated and constantly reviewed to ensure their fairness and reliability and objectivity.

Reference checking and contract offer

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