We are often asked how to prepare for psychometric tests. The answer depends on whether the individual is referring to ability/reasoning tests, situational judgment tests or personality questionnaires. “Psychometric test” is a term often applied to all these, although not all psychometric exercises are “tests”. However, it helps to understand what you are being asked […]
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Psychometric and behavioural assessment: just a snapshot or a real insight?
I’ve always described the assessment process to participants as “taking a snapshot” of them. A good psychometric and behavioural assessment is a study of their observed and recorded behaviour at a specific moment in time. This might be how they responded to the questions in a personality questionnaire, what they said or did in a […]
Read MoreDesigned an organisation-wide bespoke assessment centre process
This leading food products group has several factories across the UK. Each plant has its own General Manager and a HR Manager, responsible for local recruitment. The group wanted to standardise its recruitment process for all management level staff, and required the design of a bespoke assessment centre approach to replace the variety of techniques employed across […]
Read MoreHas the assessment centre had its day?
If you’ve ever watched The Apprentice you’ll know the format: “candidates” complete a series of work simulations to establish the most suitable for a new job or business partnership. It might make good entertainment but, as a selection process, it has rarely been successful. The problem is that the assessment process has not changed. The […]
Read MoreGetting value from psychometrics in recruitment
I’m frequently asked about the use of psychometrics in recruitment. I hear a range of views and a good deal of scepticism about their use. Whatever sector of retail you’re in, you’re likely to need leaders who are smart, innovative, flexible and great with people. How do you assess candidates against these qualities in an […]
Read MoreA sensitive leadership restructuring
The one where we managed a sensitive leadership restructuring process A public sector organisation needed to undertake a significant leadership restructuring at the most senior level, bringing about major change and reducing the headcount of the operation. In a changing political environment and with drastically reduced funding, it was clear that “what worked before” for […]
Read MoreCreating a talent pool
The one where we created a talent pool of staff to build capacity A UK university had an ongoing requirement for high quality administration staff for the various faculties and departments across the large organisation. It found it was advertising for the same types of skills in the local press every week with considerable duplication – there […]
Read MoreResolving office conflict
When the MD nearly fired the new Sales Director An IT Consultancy appointed a new Sales Director. It quickly became apparent that there was a clash of styles between the Sales Director and the existing Operations Director. Their frequent conflict, and the tension this created, began to affect staff and other members of the board. It also had […]
Read MoreAssessment for reorganisation
When we made sure a reorganisation didn’t lose good people. When making cuts or restructuring, it’s possible that you might have to lose some good people along the way. However, it’s important to check that you are making the right decisions. Otherwise you run the risk of throwing the baby out with the bath water. A […]
Read MoreA tight recruitment brief
When a client needed specific skills in their new appointment. A high profile Business to Consumer service organisation was recruiting a Director of Communications and Customer Services into a “lion’s den” of an appointment. The company was making the headlines for all the wrong reasons, there were significant industrial relations issues and customer satisfaction was […]
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