We design and hand over assessment processes for use in recruitment and selection; we also train clients in psychological assessment skills

> volume recruitment

> what we do:

• We design and hand over selection processes for situations where large numbers of people must be recruited quickly or where turnover is an issue. These are tailored to the exact requirements of a specific job and can be implemented successfully by non-HR assessors

> selection for new jobs, new structures or
   a new brand

> what we do:

• We design selection processes to identify people with the capabilities and characteristics for jobs which have not been done before, for situations where the required ‘skill set’ has changed or where new behaviours are required to ‘live the brand’

> interview and assessment skills training

> what we do:

• We run training programmes in interviewing and assessment skills for line and/or HR assessors in order to ensure consistency of skills and judgement during selection and recruitment activities

• Our assessment and selection methods
• allow you to ‘cast the net wider‘
• We focus on identifying people with the right 'motivational fit' and underlying potential rather than just those with experience of similar jobs. This means that it is possible to consider people who might normally have been rejected because of their lack of experience. It also enables you to draw on a much wider range of potential applicants than usual
• help ensure that people stay for longer
• By selecting people with the right 'motivational profile' we ensure that applicants' personal motivational needs are met in the job. They are also more likely to be able to cope with the less positive aspects of the role. This in turn reduces the potential for job dissatisfaction and turnover
• place 'inter-rater reliability' at the core
• This is achieved by designing processes and training people in such a way that, irrespective of experience or skill level, assessors reliably reach the same judgements from the same information. The implication is that effective recruitment is no longer reliant on the use of 'expert' recruiters

• Our approach to handing over assessment processes
• is based on the psychology of behaviour change
• When we train assessors in client organisations to use new assessment approaches, we ensure that rapid and sustainable learning is achieved. We do this by using the principles of 'modelling', building participants' sense of self-confidence and effectiveness and using reinforcement techniques to embed skills
• focuses on developing assessors' ability to predict candidates' future behaviour
• We develop assessors’ ability to predict candidates’ future behaviour on the basis of past patterns across time and different contexts. This means that assessors understand ‘what makes a candidate tick’ and allows them to predict how they will perform in a range of roles and at higher levels, rather than just identifying whether they are suitable or not for a particular job