Recruiting staff for an institution or for a business, is a complex undertaking and often, it is wise to bring in specialists to analyse the ability and potential of candidates to perform and to contribute to the organisation.

Major business operators and government organisations are constantly on the hunt for new staff and future leaders. It is a fact that people move on in their career paths and people retire. Vacancies need to be filled.

One way to reduce the downtime caused by staff leaving is to devote more resources to the initial recruitment process, so that candidates are assessed and selected on sound scientific principles based on factors such as emotional intelligence, skills, experience and their ability to adapt and even thrive on change. Leading human resource teams often call in specialists like genos international to assist in staff recruitment.

Vetting candidates in terms of criminal history, court orders like apprehended violence orders and the accuracy of qualifications claimed are often the initial steps when selecting which applicants will make a "short list". Interviews in a face to face environment usually follow to further reduce the applicant list to those who display the most potential. After that, modern hiring protocols require that each applicant completes a questionnaire designed to illuminate their adverse and positive human traits.

If you took a room full of recent graduates from a university, each with similar exam results and then subjected them to professional psychological testing, you would find that within the group many would be unsuitable for the role for which they applied and only a few would be worth considering. Every person is different in terms of motivation, attention to detail, compatibility with others, ability to learn and potential for future leadership roles. For those reasons, employing a person based on qualifications alone will not be wise. That this where professionals with personality assessment qualifications, come in to the recruitment process.

While it is accepted that the population will move from position to position during their working lives, from an employer's perspective, it is vital to get the maximum benefit from each employee while they are filling a role. Organisations that lead in their filed, do so because of the people that they hire and can nurture. Similarly, businesses that lead in their commercial operations do not do so by chance. They only admit people who can contribute in positive ways into their operations.

An example to highlight the need to assess each applicant in minute detail would be when an organisation is recruiting a spy. An applicant who has a university degree has shown that they are bright, can see a task through to completion and have a higher than average level of motivation. The question then becomes, will that person be able to function under pressure, with deadlines and with the knowledge that people are relying on them. Some will certainly have self doubts, lack confidence or will be scared, while others will thrive on the challenge and complete each mission.

Recruitment for a business role and for all organisations, is a complex operation. Selection panel members must look beyond appearance and qualifications before making choices.