Recruitment Strategy for Environmental Science Positions
Job Description
Work in scientific exchanges, training, and cooperation for sustainable development between Europe and countries with tropical and extreme environments. The aim is to conserve and restore biological diversity, provide adequate channels for disseminating cultural and environmental awareness, and promote scientific exchange. This involves unifying criteria and common patterns of action, and promoting research, training, and information sharing between individuals, groups, organizations, and universities working for biodiversity.
Areas of Focus
- Herpetology
- Mammalogy
- Ornithology
- Botany
- Entomology
- Ethnic and Environmental Education
- Biophotography
The Interview Process
What is an interview?
The interview is the most commonly used technique and a key factor in making hiring decisions.
What does it consist of?
Strengths
It facilitates the exchange of information through a face-to-face personal meeting. The technique can be learned and improved.
Weaknesses
It is difficult to predict its statistical reliability and validity.
What is its objective?
The objective is to provide information about the position and the company, receive information about the candidate, and evaluate the candidate’s future professional development.
Recruiting Passive Candidates
A passive candidate is someone who is currently employed and not actively looking for a new opportunity. It can be difficult to distinguish a passive candidate who is interested in speaking with you from one that is not. Since they haven’t expressed any interest in your company so far, you want to get them excited about speaking with you.
Your initial outreach should include an introduction to you and your company, providing reasons why you’re reaching out and why this move would benefit the candidate. Show them why your jobs are relevant to their experience and tell them which aspects of their resume make them a fit. An employee referral program can also be a great tool for recruiting passive candidates – turn your employees into an army of recruiters to share how great it is to work for your company. Your HR department doesn’t have to be the only part of the organization that convinces passive candidates to want to work for your company.
Competency and Selection Testing
A competency test is an objective and standardized measure of a sample of behavior used to gauge a person’s knowledge, skills, abilities, and other characteristics in relation to other individuals.
- Many jobs require skills, knowledge, or aptitudes that can be difficult to test accurately in an interview, where it is also challenging to eliminate subjective judgments.
- The use of tests can help to compare the candidate with the requirements of the job in a fair and objective way.
- Most candidates may become nervous, exaggerate, or overact in an interview. Tests can help balance the selection process.
- Selection tests should not be used as an alternative to the interview, but only as a supplement to it.
- Examination or qualification certificates, or references may be useful sources, but the objectivity of references is often questioned.
- Selection tests or exercises can provide evidence of whether a candidate does display the required abilities.