Recruitment and selection that gets it right first time
I design recruitment and selection processes that help you hire the right person the first time. I've worked on everything from one-off executive/senior roles to high-volume hiring, and I specialise in hard-to-fill positions like dog handlers, intelligence, investigations and technical roles.
My I/O psychology background means I start by working out which competencies really matter for the role, then choose the best ways to assess them. I've also worked a lot with applicant tracking systems and online assessments, so I can help make your process quicker and easier for candidates.
What others have said...
Lynne was a trusted advisor when I was recruiting for unicorn's (aka data scientists) a few jobs ago. She understood exactly what we were building with our new capability and who we needed to bring the dream to life. Excellent insights from the recruitment process and psychometric testing meant we knew exactly how to support and connect with our new team members when we brought them on board. I've also found Lynne’s coaching and interview prep invaluable in my own career journey.
Joanne Hacking - Former Manager Joint Border Analytics Team, NZ Customs
Services
For one-off roles, I can do as much or as little as you need. That might be a shortlisting matrix, interview questions, psychometric testing or coaching your managers. I charge a flat fee per role, from administration to executive level, and it includes psychometric testing. I can run the whole vacancy for you, or just help with steps like shortlisting, interviews and reference checks.
Hiring health check
Most hiring problems are small things that slow you down, put candidates off or lead to inconsistent decisions. They're usually easy to fix once you can see them.
My free Hiring Health Check gives you a quick picture of how your process is working, where the risks are and what to fix first. It's based on I/O psychology but written in plain language, so you can use it straight away.
Download a free Hiring Health Check and take the first step towards hiring the best person for the job - first time!
Recruitment
One-off roles
I help with one-off roles from administration through to senior leadership, and I specialise in technical roles that need targeted assessment. I can support you through the whole process, or just the stages where you need a hand.
Large scale recruitment
I've designed and run high-volume selection processes and assessment centres, including at NZ Customs. I combine online assessment tools with I/O psychology to work out what matters for your candidate pool, then build a process that's fair, consistent and efficient to run.
Using a work test to assess candidates' competency
A work test asks candidates to do tasks like the real job, such as a role play, a presentation or an in-tray exercise. Because it's close to the actual work, it shows you what someone can really do.
The research backs this up. Work sample tests have a validity of around .33 for predicting job performance (Roth et al., 2005). Structured interviews are now seen as one of the strongest single predictors (Sackett et al., 2022), so the two work best together.
The key is realism. The test needs to match the real tasks of the role, and it needs to be scored the same way for everyone. A good work test takes some effort to design, but it leads to better hiring decisions. I can help you design and run one.
References
- Gatewood, R. D., Feild, H. S., & Barrick, M. R. (2019). Human resource selection (9th ed.). Cengage Learning.
- Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241–293.
- Roth, P. L., Bobko, P., & McFarland, L. A. (2005). A meta-analysis of work sample test validity: Updating and integrating some classic literature. Personnel Psychology, 58(4), 1009–1037. https://doi.org/10.1111/j.1744-6570.2005.00714.x
- Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range. Journal of Applied Psychology, 107(11), 2040–2068. https://doi.org/10.1037/apl0000994
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274. https://doi.org/10.1037/0033-2909.124.2.262