Superquinn’s Recruitment and Selection processes are designed to follow best practice and to incorporate the Company’s Vision and Values.
The process in place is designed to ensure that candidates for employment are selected on their merits through recruitment and selection systems that are equitable and transparent, and give full and fair consideration to all candidates.
The successful candidate is selected on the basis of strict criteria surrounding their experience, qualifications, training and skills. All processes and procedures ensure that no applicant or colleague is disadvantaged by conditions or requirements that cannot be shown to be relevant to the performance of the job in question. Superquinn is an equal opportunity Employer and this is reflected throughout our Recruitment and Selection Policy.
In an effort to ensure that the correct decision is taken, a broad range of assessment tools may be used. These may include;
- Telephone screening
- Assessment Centres
- Structured Interview
- Competency Based Interview
- Psychometric Testing
- Presentations
The decision regarding the choice of the successful candidates shall be arrived at through the objective analysis of all applicants’ personal skills, which shall in turn be measured against requirements for the position.
Telephone screening
Applicants that meet the key requirements of the positions advertised will be contacted by member of HRSS team. Applicants will be shortlisted based on their flexibility and suitability for the role. Should you meet the minimum requirements you may be asked to attend Assessment Centre and/or interview.
Assessment Centres
We recruit all our Sales assistants through a central Assessment Centre. The location of the Assessment Centre will be determined by the store that is currently recruiting. The Assessment Centres are held every second Tuesday depending on the needs of the business. Applicants will be asked to take part in four different exercises that allow us to assess their customer service, teamwork and communication skills. Following the Assessment Centre there will be a short selection interview. On occasion Retail Managers and Support office colleagues may be required to attend assessment centres depending on volume of recruitment.
Structured Interviews
We use a semi-structured interview process which allows us to explore the qualifications and past experiences of the candidates. We also use a more structured approach with the use of situational /theoretical questions.
Competency Based Interview
Competency based Interviewsarea used to identify if the candidate possesses the key behaviours or qualities required for a particular role.
Psychometric Testing
We use psychometric tests as they provide a fair & objective measure of the candidate’s skills in the areas of Numerical & Verbal Critical reasoning. We have found in the past that high performance in these tests relates to high performance in a number of roles especially within Support Office and Retail Management. Results will be considered in conjunction with information gathered from the candidate’s CV and interview.
Presentations
On occasion candidates would be requested to deliver a presentation on a selected topic. This allows us to further explore the practical, commercial and creative skills of the candidate in relation to the role.