Personnel

I recruited over three quarters of the staff that worked for Nexus Alpha Ltd conducting over a hundred interviews for technical, artistic and administrative employees in the business. I have fired three people for misconduct, terminated one persons employment during the trial period and assisted a number to find work else where by mutual agreement and without bad feeling. I have also provided personal support where staff have requested it.

I didn't use agencies for recruiting as they didn't seem to understand the subtle dynamics that make a person right for the job and for NAL. I recruited over three quarters of the staff that worked for NAL.

As the companies main recruiter I could spend up to a month a year in this area. This grew from nothing in the beginning. I have learned a lot about how to recognise different personalities and abilities in both technical, design and other fields. I have conducted over a hundred interviews and also supervised others conducting interviews.

I was complemented by a rejected interviewee on my comprehensive but standard rejection letter which made it clear for many why they had been rejected and which areas they might improve on.

I have fired three people, terminated one persons employment during the trial period and assisted a number to find work elsewhere by mutual agreement and without bad feeling.

I have counselled some employees on personal matters unrelated to work, and been thanked for it but I recognise that the majority of employees don't require this depth of support. (I was trained by the Samaritans many years ago while at university.)

For me the most telling interview question was "If you were stuck up a mountain in a beautiful log cabin for a long time with all your basic needs met and with all the equipment, software and internet connections you could wish for, what would you do?"

Just before leaving NAL I was providing advice for others on interviewing.

Whether a person is effective or ineffective at work depends as much on where they are placed by a manager as on themselves as people. A dolphin on the land is as effective as a leopard in the sea is as effective as a bricklayer in a science department or an English professor in a burger bar. Ultimately what makes a good brick layer is the ability to repeat his actions consistently. All the roles needed for a functioning society must be identified respected and encouraged. Ultimately what determines salary will simply be supply and demand.