When we've succeeded - some typical solutions for our customers
We have delivery many different solutions to address our customers' needs. We work hard to listen and understand the business issues, the constraints (often time, budget and resources) and to propose a solution that works.
Here are some of the key ones - they illustrate what we do best ...
Here are some of the key ones - they illustrate what we do best ...
Competencies
A major importer of fresh produce asked us to research and design a graduate competency framework, and then a new application form.
Assessment Centres
A brand-name, market-leader power tool manufacturer asked us to design a new competency-based assessment centre
to aid the selection for high-profile roles on a graduate programme in marketing.
Assessor Training
We were asked to design and manage a series of day-long workshops for a public sector body to give input and practice in objective assessment for its managers, ahead of an organsational restructure.
Competency Frameworks
A brand-name manufacturer and marketer wanted us to develop a competency framework
that could be used across Europe
for recruitment, appraisal and development.
Application Forms
With increasing numbers of applicants, many recruiters now only accept web applications. We were asked to design an electronic form
for automatic scoring
of candidates' skills.
Personality Profiling
We were asked to develop a process whereby personality profiling could be used to predict an individual's behaviour
at work, not just their preference. We went on to design and manage this unique use of SHL' Occupational Personailty Questionnaire.
Outsourced Recruitment
A multi-national manufacturer sought advice on making more objective its recruitment activity. Our advice lead to a request to redesign the assessment centre, and then our methods and ethos were incorporated in the complete outsourced management of the organisation's recruitment process.
Recruitment in SMEs
We provided specialist recruitment expertise for a local SME which wanted to recruit specialist tele-sales people. We developed a novel use of the Occupational Personality Questionnaire, creating new "mega-traits", and designed a bespoke role-play
to test the candidates' role-specific skills.
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.