Many organisations still rely on interviews to assess candidates, but interviews are full of bias and, even if well constructed, still pretty much only tell you what the candidate says they would do, rather than what they would actually do in practice.
There will always be a place for interviews, but we can help you improve the quality of your hiring decision. Whether it be to assess external candidates applying for a role, internal candidates going through a re-structure an internal candidates going for promotion, we can help you by adding a bit of additional rigour into the selection process.
Think of your ideal employee. What are the attributes or characteristics they possess? Whenever we ask this question we end up with a long list of attributes, but the really interesting thing is that the list is almost entirely made up of behaviours. What organisations really value about their best people is not just what they know, but how they go about it.
A well defined competency model will allow you to:
We can help you build a bespoke competency model or refine your existing one and we can help you integrate the model into your people management and development processes.
How do you know people will actually behave the way they say they will at interview? Psychometrics are a cost effective way to add more objectivity and data into the selection process. After all, we make business decisions using data so why not people decisions?
We are accredited to use a wide range of psychometric assessment and profiling tools, which we can use to support your recruitment, talent management, leadership development and team development processes.
We can simply administer aptitude tests or personality questionnaires from many of the leading providers or we can provide you with narrative reports to help you interpret the psychometrics more fully. We can also provide feedback to candidates, which greatly enhances their experience of the selection process.
It’s not just what people know, but how they go about it that differentiates the highest performers form the rest. CVs and application form will tell you what experience and qualifications someone has, but faced with two candidates of equal technical competence, it is how they go about their job that makes them a pleasure or a pain to work with.
Research shows that assessment centres are the most rigorous measures of behaviour and the most reliable predictors of future job success and performance.
We have extensive experience of designing and running bespoke assessment centres in a wide range of organisations. We specialise in designing bespoke exercises designed to simulate the demands of the specific role you are recruiting for. We will put together the whole process for you, from exercise design, management of logistics, provision of expert assessors and delivery of feedback to candidates.
Potential for the future is not just what people know, but how they go about it. Past performance doesn’t always equate to future success.
Research shows that well designed development centres are the most reliable predictors of future job success and performance.
The process for both is the same as for an assessment centre, but the output differs – whilst assessment centres inform the recruitment selection decisions, development centres confirm talent. As such they can be used to identify development needs and also inform future promotion potential.
We have extensive experience of designing and running bespoke development centres in a wide range of organisations. We specialise in designing bespoke exercises designed to simulate the future demands of the roles you are trying to identify talent for. We will put together the whole process for you, from initial design of bespoke exercises, management of logistics, provision of expert assessors and actors, delivery of individual feedback, through to ongoing development support of successful candidates.