Consultants in Logistics
A division of Davies & Robson Supply Chain Consultants

Candidate Evaluation

Candidate Evaluation
expert interviewing2

Expert Interviewing

technical skills

Technical Skills Assessment

psycometric

psychometric & competency assessments

The fundamentals of good recruitment are finding the broadest pool of appropriate candidates and identifying the best fitting of them for the role and business – Search & Selection.

The ultimate success of any hiring process will be determined by the accuracy and validity of the candidate evaluations. The selection element of a recruitment process requires the expertise to identify the skills, qualities and characteristics essential to performing the role; and the ability to recognise them in an individual.

Through many years’ experience of recruiting senior roles in supply chain, and from operational and commercial logistics experience at a senior level, Davies & Robson has a very strong candidate assessment capability.

Frequently the role we are appointing is the most senior supply chain or logistics role within the business. The client requires us, and our process, to identify the best candidates and make qualified recommendations for the appointment. Our candidate evaluation capability is often used as an expert independent service, and is engaged for final panel interviews and internal candidate assessments.

Every role is different and brings different requirements. In simple terms, the candidate check list for assessment falls into two categories; technical competences and character. Within these two categories there may be some absolute requirements and some desirable. Elements of the required skills may be on a sliding scale, such as number of years’ experience. Other areas such as leadership and management skills can be complex to assess. An accomplished leader of large change programmes might be technically qualified for a project management role, but their natural aptitude may be more for the leadership of people, rather than the detailed technical requirements of a smaller project. A candidate’s potential for development is a major factor, but to what extent should it mitigate for falling short elsewhere? Correctly weighting these factors, and accurately assessing the candidate’s own motivations to be committed to the position, are the fundamentals of making a successful appointment.

Davies & Robson recognise the critical importance of accurate candidate evaluations and have the expertise to make them. We invest time and take consideration to ensure that appointments have the highest likelihood of success, deliver the business objectives and are a good fit for both client and candidate.

Recent Work

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