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How is Belbin used in Recruitment?

Belbin Team Role Theory can be used to recruit new staff, to reassign or promote team members, to set up project teams and for coaching and career advice. It seeks to answer the question:

 

'While a number of applicants may be eligible for the job, who is the most suitable?'

While skills and knowledge can be acquired by training and experience, they are insufficient by themselves to ensure suitability for a job. Stress and other problems tend to be created when the demands of a particular form of work conflict with the natural or preferred behaviour of the job-holder (suitability).  This gives rise to the ‘Placement Dilemma’ facing most line managers and recruiters - how to achieve the highest fulfilment of ‘eligibility’ and ‘suitability’ criteria from the pool of applicants?

THE PLACEMENT EQUATION
ELIGIBILITY:
Entry Criteria
Past Achievements
Qualifications
Relevant Experience
References
Acceptability at interview
+

SUITABILITY:
Performance Criteria
Future Performance
Aptitude
Assessments
Talent
Role fit with those adjacent to job

"What you know"
"Who you are"

Belbin tools and reports can be used to identify suitability to complement eligibilty:

1. Find out about the Candidate:
The Feedback and Development Suggestions page of the Belbin Individual Team Roles profile contains information for a recruitment specialist who wants to find out more about the individual in terms of their preferred working style and environment.
2. Evaluating how a Candidate might fit into the Team:

Someone may have the Team Role attributes you are looking for, but how will he or she fit in with the existing team? Whilst you can't account for personal differences or "personality clashes", you can use a Belbin Team/Group Report to help assess whether an individual will be providing a much-needed gap-filling contribution or whether their Team Role preferences could cause conflict with other team members.

By completing a Team Role inventory of colleagues and examining what is missing, a job specification can be drawn up of the general shape of the candidate the firm would like to recruit. The interview now becomes directed towards the key question that the selectors with be posing to themselves: how far does the candidate match the personal specification?

3. Assessing how the Candidate fits with the Job:

Even if the candidate fits well in the team, staff turnover can only be reduced by matching people to jobs. The Belbin Job Reports allow you to specify the attributes you require in a particular job. These can then be used within HR for recruitment and discussion or presented to the candidate at interview. The information can also be used in the creation of a job ‘advertisement’ or description.

Research into the level of compatibility between the demands of work and the job-holder has resulted in the development of a
Job Requirements Inventory . The inputs are processed to form a set of Job Reports including the Job Specification Report (for the 'recruiter' or manager) and a Job Expectations Report (for the applicant or jobholder). A compatibility report comparing the Team Roles required for the job with a candidate's Team Role composition can then be generated. This is the Suitability for Job Report - it comments on overall behavioural suitability for the position, looking at both required behaviours and those which are seen to detract from the job.

Please note: Team Roles provide an insight into working and team relationships, but the profiles should not be used as the sole basis for making recruitment decisions.

If you are looking to use the Job or Recruitment Reports on a regular basis, you may be interested to know that you can produce as many as needed, free of charge, when you purchase a
Belbin Interplace Licence.

 

 


 
     
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