Assessment and Selection

CV Screening           

With new research suggesting that over 1/3rd of UK and Ireland job applicants exaggerate on their CV, CV screening is an increasingly crucial part of the recruitment process and can result in major cost savings if carried out correctly. RPR offer a rigorous screening process for all candidates, including background, qualification and eligibility checks. Each eligible candidate can also be checked against the competency profile to ensure they meet the unique demands of the role before undergoing further evaluation.

1st Stage Interview

No two jobs are the same and we recognise that each company will have unique requirements for their new hire. We therefore offer a two stage interview process to ensure that each member of the short list meets the requirements of the technical specifications and will fit the culture of the recruiting company.

The technical interview evaluates each member of the list to assess their ability to meet the demands of the role, while the competency based interview measures candidates against various tried and tested models to understand how they perform in different situations.

2nd Stage Interview

In addition to client interviews, the 2nd stage of the RPR recruitment process offers the ability for short listed candidates to be put through an additional assessment. These tailored assessments use simulation exercises, psychometric testing and competency related interviews to select candidates. They identify potential and personal development needs and help us to understand the candidates’ ability to perform within a team.