Over the past few years e-recruitment best practice has become an integral part of the Governments vision for transforming public services. Public sector bodies sharing services will get the maximum benefit from investment in the technology.

The guidance in e-recruitment aims to assist with:

• Recruitment of the most able candidates
• Identification of the Diversity of talent across communities
• Awareness of the rapid technological changes

The problem that many if not all Civil Service Departments face is the selection of a limited number of candidates for appropriate training requirements and job function.
The time lag may result in good candidates being lost due to other job offers in the interim. The security of the test may be compromised due to the volume of people taking the test over a number of days (i.e. questions may be “leaked”) Accuracy and consistency of tests may be 100% in marking (there is always room for human error) Cost of resources both human and logistical.

Typically the ratio in the (corporate) civil service may attract a ratio of 5:1 (applicants to positions); this in itself causes a huge problem in terms of resource allocation to filter and ensure the filtering is conducted on a “level playing ground” ensuring compliance with employment regulations. The logistics involved in candidate selection can be costly and complex. Typically an entity (training or recruiting organisation) may hire huge halls to conduct paper based testing, resources to monitor the process and then score the applicants. This process may take anything up to 5 weeks. In this situation in a corporate real world scenario may take anything up to 5 weeks and as a result produces a number of issues/obstacles to recruiting the ideal candidate for the role.

These problems are somewhat exacerbated at times of high unemployment, for the simple reason that more people will be applying for fewer jobs. Even in times of low levels of unemployment, issues still arise as good candidates may be snapped up quicker than the process allows.


Censeo Services has extensive experience of dealing with these mass screening situations for applicants, reducing the administrative overhead associated with this time consuming and costly processes. Offered as an outsourced solution, Censeo Services can identify the "ideal profile" for candidate selection and screen all applicants to a standard level. As an organisation, you will only see potential candidates that meet a base line criteria. Initial screening can include Assessment, initial interviews and 2nd interviews with nominated organisation representatives.