ASSESSMENT
In these challenging times it is more important than ever that your recruitment and selection decisions are the best they could be. In the current climate you may well find many applicants for your key leadership roles but how do you identify the best candidate to meet the challenges your organisation faces today?
How rigorously have managers in your business been coached or trained in selection interviewing? How skilled are they at gathering real evidence of capability as opposed to selecting candidates who sell themselves well and ‘talk a good game’?
If the wrong candidate is selected for a key role, performance, productivity and morale suffer – and so do your customers. You will either be stuck with a square peg in a round hole or incur further costs while you recruit and train someone else. And while you spend time recruiting again, or trying to bring a poor selection choice ‘up to standard’, other team members shoulder the extra burden.
Training in Competency-based Interviewing and Assessment Techniques
We design and deliver cost-effective and impactful training in ‘best practice’ selection interviewing and other assessment methods which gather real evidence of candidates’ capability. Practical training options can include working with corporate actors to provide real interviewing practice and replicate the assessment process.
Deploying Personality and Psychometric Instruments to Support the Selection Process
We use psychometric tools such as the OPQ and the Hogan HPI and HDS to inform and enhance selection decisions and to help you understand who you’re really selecting. Clients have increasingly been asking us to use the Hogan ‘Dark Side’ tool, alongside a ‘normal’ personality instrument such as the OPQ, to identify potentially dysfunctional behaviours which might ‘de-rail’ candidates for leadership roles. Using psychometrics in this way can also help you test for specific areas of concern and greatly reduce the risk of a poor selection decision.
Managing Candidate Feedback and Development
The selection process often generates invaluable developmental feedback for successful and unsuccessful candidates from within your business but managing that process can be so time-consuming that, in many organisations, feedback becomes little more than a brief justification for the selection decision – leaving candidates frustrated and developmental information wasted. We can manage the feedback and development planning process for you, using the information from psychometric tools and other selection activities to produce and deliver comprehensive feedback and help candidates identify their development needs and priorities.
Coaching Managers to Enhance their Interviewing and Assessment Skills
You may have senior managers and HR professionals with years of interviewing and selection experience whose capability in this area is ‘taken as read.’ However, it may be several years since they received any training in selection and assessment – and bad habits can creep in which leave your company vulnerable to poor selection decisions and costly consequences. 1:1 coaching can help these managers identify where their selection skills need refreshing, or would benefit from further development, and how to achieve this.
Developing your ‘Best Practice’ Approach to Selection and Recruitment
We can advise you on ‘best practice’ in selection and recruitment and can ‘audit’ your selection and recruitment practices, as well as the capability of those conducting your interviews and assessments. The resulting recommendations can help maximise the ability of your organisation to make sound selection decisions and minimise the costly risks of getting it wrong or failing to ‘select on merit’.
Deploying Psychometric Tools to Support Talent Management and Succession Planning
Psychometric instruments such as the OPQ, HPI and HDS can help you identify the strengths, development needs and risks among potential successors to key roles within your organisation. These, and personality tools such as MBTI and FIRO-B, can also help your ‘talent pool’ plan their development and enable them to fulfil their long term potential.
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