The wrong selection decisions can be costly and damaging for an organisation. We can advise you on the most appropriate assessment solutions to meet your needs.
A key part of the assessment process is identifying the main skills, knowledge and behaviours that will lead to successful performance in a particular role. This goes beyond the job specification and the job description and looks at:
The culture of the organisation and the traits and qualities people will require to work effectively within this environment.
How previous job holders have performed and what improved or hindered their performance in the role.
The immediate needs of the organisation as well as the longer term, more strategic issues that will need to be addressed.
The outcome of this process will be a series of key skills and behaviours, known as competencies that are essential for effective performance in the role. These competencies will form the basis of of any assessment process.
We can provide a range of different assessment exercises that will enable each competencies to be measured at least twice to ensure an accurate assessment. We can either design specific exercises to meet your individual needs or source appropriate 'off the shelf' solutions. An assessment centre could include the following:
Psychometric tests to measure verbal, numerical or abstract reasoning skills. These tests give an insight into a candidates ability to assimilate complex information when working against time constraints. When combined with other information they can provide an insight into how an individual will think and approach problems.
Personality questionnaires give a very useful indication as to how an individual is likely to operate in the work place. Whilst they do not measure skills, they look at likes and preferences in terms of how individuals relate with other people, thinking styles and motivators and drivers. We only recommend the use of personality questionnaires where there is the opportunity for a feedback interview to enable candidates to elaborate or clarify any issues that have arisen in their profile. We only use personality questionnaires which are thoroughly researched, such as OPQ and 16PF, which have been shown to have a strong predictive validity. Any consultant using a personality questionnaire holds an appropriate qualification in occupational testing from the British Psychological Society.
Other elements of an assessment centre can simulate aspects of the working environment and can include in-tray exercises, role plays or group exercises.
Output from an Assessment Centre. We can be flexible to meet your requirements. We can either provide verbal feedback on the outcome of the assessment centre or we can produce detailed competency based reports, highlighting a candidate's strengths and development needs. This information can be used for further probing at a final interview and/or can form the basis of developmental feedback for both successful and unsuccessful candidates.
