Selection - and Educational Recruitment

Maybe you have a child just about to embark on A-levels, or even to apply to University? How well do you think this application process will be managed, and how fairly?

We are thankfully not involved professionally in this process at QED Consulting. But one of our principle interests is in identifying organisations’ essential requirements for ‘core corporate competences’ in their management staff (ie the underlying personal qualities and skills that will help make their organisation special and successful), in matching these competencies with both candidates for new posts and of course their existing management cadre in promoting their future development.

As is often reported: “People too readily get hired for what they know, and are then fired for how they behave”. So this is an especially critical and important element of any Human Resources strategy, whether for very large multi-nationals and Government Departments, or even quite small organisations.

So just a thought? How are Universities best able to recruit new undergraduates, with so little information other than ‘A’-level results and a broad cv? Oxford and Cambridge Universities aim to interview most of their successful applicants – but against what criteria of success?

What do you think?

If you have any thoughts on this and would like to share your views with us please contact Rebecca Hughes on 01302 761222 or email rebecca@qedconsulting.co.uk