The Assessment Centre An Alternative Approach to Hiring.

The Assessment CentreAn Alternative Approach to Hiring

Agenda

Why did we change our hiring process?

How the Assessment Centre works

Results

Review of Process and Future Improvements

Q&A

The Need for Change

Large multi-cultural, collaborative team

Diverse product set

New technologies

Multiple vacancies

Previous hiring mistakes

Time and resource constraints

“Hire great people”

Hiring Objectives

Fit into team

Technical Ability

Knowledge and Application

Soft Skills

Aptitude and Potential

Personal Characteristics and Behaviour

Benchmarked existing team

Personality, Aptitude and Technical Skills

Profiled key contributors

Identified required technical skills

Defined the measurements

Meeting the Objectives

How the Assessment Centre Works

Agency & CV Selection

GroupActivity

IndividualActivity

TechnicalTest

AptitudeTest

PersonalityProfiling

Interview

The Group Activity

The Group Activity

Team work & Collaboration

Planning & Time management

Analyse, gather and use information

Communicate & Listen

Observe individual behaviours

The “Real Reaction”

Team dynamics

Role Play based on Work Activity

Technical and Soft Skills

Do they know the questions to ask?

How do they deal with the customer?

Practical and Written Elements

Interaction with the “customer”

Tackling the problem

Individual Activity

Exam based test

Modular – play to strengths

Two approaches

Test developed in-house

Eskill.com on-line testing

Benchmarked both systems on current team

Technical Testing

Thomas International TST System

Indication of ability to respond to training

Feature Detection

Reasoning

Number Speed and Accuracy

Working Memory

Orientation

Aptitude Test

Feature Detection

An exercise to measure how quickly and accurately people can carry out simple checking tasks in their

head.

Look at this example:

0 1 2 3 4

Look at each block and decide on how many pairs are the same

TST Examples

A

a

B

c

D

d

R

r

Look at each block and decide on how many pairs are the same

0 1 2 3 4 0 1 2 3 4

TST Examples

D

a

F

g

H

t

R

r

q

Q

a

A

p

P

b

B

TST Examples

D

a

F

g

H

t

R

r

q

Q

a

A

p

P

b

B

0 1 2 3 4 0 1 2 3 4

Benchmark Data

Feature Detection

Working Memory

Orientation

Benchmark 35 (from existing team)

Hire in 50 minimum to raise standard

Caution with very high scores

TST Benchmark

Thomas International Product

Used extensively in current recruitment process

How they like to work and how they are working

Frustrations and stresses

Benchmark Data

High SC

High SCI

Use information with observation

Discussion document

Personality Profiling

Example Results Table

Name TST 1:1 Call 1:1 Write Up

Technical Test

Group Activity

PPA Outcome

Candidate 1

5 2.5 3.5 43 Y IS Reject

Candidate 2

35 3 3.5 51 N SI Reject

Candidate 3

15 3 3.5 52.6 Y SIC Reject

Candidate 4

35 1.5 1 47.2 N CS Reject

Candidate 5

35 4 2.5 36.6 N SIC Reject

Candidate 6

60 2.5 3.5 49.2 Y SIC Interview

Candidate 7

50 2 1.5 51 Y ISC Hired

Assessment Centre Benefits

Reduced hiring time/effort

Improved quality of hire

Faster to fit in and contribute

Confidence to say yes or no

Pipeline

Summary

Driven by support

Time intensive to design but easily repeatable

Minimal cost - investment in testing tools only

Scalable

Assess more people in less time

Consistent, measured data for decision making

Impact on retention (not yet measured)

Applicable to other functions

E.g. Services

Questions & Answers