What we use - some of the tools that can solve your recruitment problems
Our focus is always on using tools to recruit the best people in an objective and fair way. The tools we use, such as personality profiling or competency-based assessment, add value. They help us to answer critical questions such as:
"How will they fit into the team?",
"Can they prove they have the skills to do the job?",
"How do they prefer to be managed?".
Competencies
We ensure objectivity
through the use of competencies and behavioural indicators. Competencies
are the skills, experiences and personal attributes that lead someone to perform at a high level, and behavioural indicators
are the observable displays of these competencies.
Research over 40 years has shown consistently that the most effective way of recruiting is through the use of competencies, trained assessors, professionally administered assessment centres, and rigourous application of the Observe-Record-Classify-Evaluate process - called ORCE.
This process also ensures fairness
for candidates: it is focused on the real requirements of the role, so successful candidates are selected on their ability, and not other factors.
We can do all of this in your organisation.
Using such a process, recruitment can be up to 65% effective, compared with less than 20% for unstructured interviews. The process we recommend is rigorous, demanding and resource intensive: but the rewards are immense because of the much greater probability of recruiting a high-performer.
Psychometric Testing
To aid evidence-based assessment, we also use psychometric tests. Tests from reputable providers (we use SHL, TalentQ, OPP and ASE) can provide important insights, and can be used to compare the performance of different candidates.
Personality Profiling
Personality profiling (we use SHL's OPQ and TalentQ's Dimensions) tells us a lot about how an individual prefers to act, and relate to others. For example, it can resolve: “Do they prefer to reach decisions on their own, or with others?”.
We now also use Strengthscope™ - a valuable modern tool to help individuals and teams to understand strengths, weaknesses and blockers. Click the icon above to learn more about Strengthscope™.
Competency and personality assessment is not always enough. An individual may have the qualities to successfully undertake the role they are recruited for, but do they have the intellectual capacity to take a more senior role too? Competencies assess the present state of an individual’s capability, but can they go further, what is their potential?
Assessing potential - Potentia
We have used unique tool called Potentia to address this issue.
In a non-technical case study Potentia helped us to assess an individual’s long-term ability to analyse problems, their ability to think of relevant solutions, and their ability to find the correct action. In a role play, we explored their ability to control an ever more complex set of personal issues, their understanding of the needs of all the people involved, and their ability to withstand some personal pressure.
These are the qualities senior manages need, and we have assessed them through Potentia.