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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