There are two key questions which need to be answered when
it comes to assessment -firstly, what needs to be assessed
and secondly, how can it be assessed accurately and fairly?
We can
ensure that you have confidence in answering both of these
questions.
What
we do:
We will work with you in a highly collaborative way to get
the selection criteria right by identifying the key competencies
for a role.
Practical
approach:
Many organisations look for highly detailed competency frameworks
and they end up with a colossal amount of confusing and
unusable information. We don't do this- instead we believe
in providing frameworks that are simplistic, practical and
highly actionable.
We use
methods that provide you with a framework using organisation-specific
language that makes sense to employees and supports your
unique culture as opposed to off the shelf competencies,
which do not have meaning in the workplace.
How
can we assess?
We will work with you to find the most effective method
of selecting candidates in terms of their capabilities and
potential so you can make the most informed and confident
choice.
We work
with companies of all shapes and sizes from multinational
organisations that need to select over 600 candidates to
small organisations thatneed to select one person. We are
flexible and have the capacity to meet your assessment needs
whatever they are!
We can work with you to set up large-scale assessment centres
to accommodate large number of candidates or we can set
up individual assessments which are often more appropriate
for senior- level assessments.
Ownership:
A unique aspect of our approach is our aim to ensure that
the process becomes yours, not ours. We are committed to
providing a high level of autonomy to you the client. We
will help you make the right decisions and put the best
practise programmes in place. We will then train you to
run the process yourself after which we will move into a
supporting role. Of course, we will be there to provide
as much support as you need-our expertise is available at
all stages of the selection process - from competency design
to feedback.
Objectivity:
We choose or design the tools best suited to a client's
particular needs. We do not publish or market psychometric
tests so we are therefore totally objective in matching
your needs to the best tools available on the market.
Assessment
Centres:
The aim of our assessment centres is to develop effective
simulations that provide a realistic insight into candidates
will perform in the working environment.
We firstly
conduct a job analysis to understand the demands of the
role in question and then we design exercises to tap into
the level of these capabilities and skills that candidates
have.
Assessment
centres allow you to assess a large number of candidates
in a fair, accurate and yet very cost effective way
Case
Study
A new Greenfield Site in Co Dublin
As part
of her work Kerry has collaborated with Dr Mike Smith (UMIST)
co-designing a competency model and subsequent selection
strategy for a new green field site in the pharmaceutical
sector. This involved the creation of descriptions of the
roles in terms of performance indicators for each job level
and the identification of the generic competencies. It also
involved the creation of the assessment/competency framework
which provided the context for the design of bespoke assessment
centres.
The
first stage was to complete a job analysis using repertory
grid technique. This involved conducting both repertory
grid group sessions and repertory grid individual interviews
with the managers using the 'triadic' method. Completed
grids were analysed resulting in three distinct competency
models for the three tiers of roles.
The
next stage of the project was the design and roll-out of
assessment centres for each of the three roles using a competency/exercise
matrix. Psychometric tests and exercises were chosen to
best measure the competencies deemed important for the role.
Ethical considerations and fairness was also an important
factor in the choice of measures.
A number
of assessor training workshops were run for managers in
order to familiarise them with the format of the assessment
centre and the exercises we were using. Managers had a high
level of buy-in and commitment to the assessment centres
process and a number of changes were made as a result of
their input.
To date
over 2, 000 candidates have been through the assessment
centre process and the client organisation is now largely
self-sufficient in this area.
Individual Assessment
Individual assessments are often the best choice for senior
level positions given the sensitive nature of such appointments.
We are Chartered Occupational Psychologists and we have
a wealth of experience in this area including board level
appointments.
We firstly conduct a job analysis to understand the demands
of the role in question and then we design exercises to
tap into the level of these capabilities and skills that
candidates have.
We offer a very professional service we make candidates
feel comfortable and at ease with the process and we can
provide detailed feedback to candidates, which is very useful
to them from a developmental point of view.
