Twenty years ago, I graduated from Southampton university with a BSc (Hons) degree in Psychology and as most do, I fell into the world of recruitment!
Following a very successful 10-year career as an Area Manager, I took the leap in 2009 to set up my own recruitment company called Red Chilli Recruitment Ltd, specialising in engineering and technical contract and permanent placements across the UK.
During my time as a recruitment consultant, I have found time and time again that most clients rely solely upon a CV and an unstructured interview process to determine a candidate’s success in their company. Evidence supports the notions that this is a highly unreliable and very subjective method, which is why candidates often fail to perform or stay within the organisation. This is a huge waste of time and money.
Recognising the issues surrounding the recruitment process within organisations and a passion to make a difference, I went back to my psychology roots and studied a Masters degree (MSc) in Occupational Psychology, qualifying as a business psychologist in 2018.
Looking at the effects of person-organisation fit on engagement levels and turnover intentions formed my final dissertation. Based on the findings of my study, organisations could benefit greatly in designing attraction and selection strategies to target employees with a highly congruent “perceived fit” between themselves and their environment, and specifically with the job, the organisation, the team and the management.
As PsychoRecruit Ltd, I offer a unique service that combines over 20 years-experience of recruitment for organisations, with the science of human behaviour, to provide a range of selection, assessment and development services for employers.
Getting the selection and assessment process right first time is highly rewarding in terms of return on investment. The correct analysis combined with the right design and choice of assessment methods (often including objective processes such as psychometric tests) is paramount in attracting and selecting candidates that will remain long term employees, perform well and show high levels of engagement.
Adding in an assessment of values and motivators to the process enables organisations to truly tailor an assessment and selection process to their short- and long-term goals. This in turn improves an organisations reputation within the marketplace due to high retention levels of employees and well-designed talent selection processes.
I am also a BPS qualified occupational test user. This enables me to administer, score and feedback psychometric tests. The tests I use are vigorously and scientifically tested and are of the highest reliability and validity and are only accessible by RQTU members (Register of Qualified Test Users)
I am a member of the Association of British Psychology (ABP) providing me with up to date legislation and evidence-based findings to offer clients to most relevant and current solutions. I am also a member of the British Psychological Society and have Fellowship (FIRP) membership of the Institute of Recruitment Professionals (IRP)