Recruitment agencies, too, are finding that the hiring process is nothing like as straightforward as was once the case. A shortage of people with suitable experience means that firms are increasingly assessing candidates for potential as much as for established work background, according to Paul Carroll, director of CPL Computer Placement, an agency with offices in Dublin, Cork and Limerick. In an effort to meet the new challenges presented, the company has re-engineered its whole candidate assessment procedure, which is now centred around an assessment centre, established just over a year ago. Such centres have been around a good while, but they are being used increasingly to back up other recruitment techniques, such as interviews and aptitude tests. The whole selection process is very interesting.
People now go through several different stages.
The first involves the handling of CVs. We look at what people have done, at the education they have received and at their outside interests. In his view, outside interests are highly relevant. Much depends on the position to be filled. A person with a strong background in team sports could well be suited to a job centred around teamwork.