If people are your greatest resource, make sure you're selecting the right people.

Most organisations rightly claim that their employees are what sets them apart, what gives them a competitive advantage or the biggest factor behind their success. If that is the case, then make sure you're hiring and promoting the right people.

Line drawing of weighing scales to indicate measurement and comparison

Assessment Solutions

By assessing individuals for promotion, recruitment or development, you are essentially trying to achieve two things:

making sure you don't select the wrong person and suffering the financial costs, time wastage and staffing headaches that go with that decision.
quickly identifying the right person who will be successful for your organisation.

Well designed, well delivered assessment solutions can offer you a reliable and accurate prediction of how someone is likely to perform in a role. The better the assessment, the more confidence you can have that you have found the right person and avoided the risks of a poor decision.

We can tailor your assessment to find the best solution, taking into account:

the role and your organisation - using relevant tasks, competencies, strengths or behaviours, we can match the assessment methods to the specific demands of the role within your organisation, giving you a better insight into how candidiates would perform, whether graduate, managerial or executive, specialist or generalist.
the candidates - whether you need to quickly select from thousands of applications or gain a deeper understanding before deciding between two, we can find you an appropriate cost-effective solution with an attractive candidate experience.
value for money - the level of resource put in to an assessment should be no more than the cost of getting the selection decision wrong. In other words, for hiring decisions with greater risk, more time and effort should be put into getting the decision right in the first place. We can find the most cost-effective, efficient way to minimise the risk of a poor hiring decision.

Graphic image of five humans, each with a bar chart to signify measurement. The one with the highest measurements has a finger pointing at them to signify selection.

Additionally, more effective assessment has been proven to:

improve candidate experience
improve retention
improve morale
improve fairness and defensibility
improve assessor experience
send a strong message about the values of your organisation

How We Can Help

Assessment Exercise Design

We can design exercises that allow you to see candidates performing tasks as they would be in the workplace.

Work sample tests might include Group Exercises, Briefings, Presentations, Case Studies, Role-plays or In-trays

Exercises designed bespoke for your organisation and role have been proven to be more valid, predictive and well-received by candidates

Assessor Training

Practical and comprehensive training for anyone involved in assessing and selecting candidates, such as hiring managers or assessors at assessment and development centres

Refine your skills and grow your confidence as an assessor.

Delivered either in-house or remotely, these courses are for anyone involved in assessing people, such as hiring managers, line managers or assessors at assessment centres. Reduce unconscious bias, elicit and gather more objective evidence

Personality Profiling

We can offer personality tools and a validation interview with a psychologist to add another dimension to your hiring process. What motivates them? What are their core values? How will they behave within the team? Communication style? Leadership style? How will they manage change?

Using well-validated psychometric assessment tools to provide invaluable insight into how a person is likely to perform or fit into your organisation or in what conditions they will thrive

Interviewee and Candidate Support

Coaching or access to practice exercises. Improving the confidence and preparedness of candidates for any assessment improves the validity of the assessment and the candidate experience

We can offer training courses, practice interviews, practice exercises and one-to-one coaching for candidates wanting to improve their interviewee technique and confidence before an assessment.

Interviewer Training

We can help grow your confidence and skills as an interviewer. How to elicit and capture the best evidence from the candidate, what questions to ask and when, and how to avoid common, pervasive biases. A delegate once remarked "There's much more to it than I ever thought. You've shown me how badly I've been doing this for years"

Practical training for anyone involved in interviewing for selection or promotion. Competency-based, situational, strengths-based, structured or semi-structured.

Behavioural & Competency Framework Design

Starting with a comprehensive job analysis and having a good understanding of your organisational culture, we can provide a framework that can be integrated into your existing systems and provide a consistent approach to all your assessments.

A well constructed and employee-supported behavioural or competency framework is essential for any organisation wanting effective recruitment and retention, optimised talent management and succession planning

Assessment Centres

There's a lot that goes into designing an effective assessment centre and we can help from start to finish. Job Analysis, Competency/ Behaviour Framework Design, Exercise Design, Assessor Training, Timetable Design, Delivery and post-event Validation.

Multiple, well-designed, complementary exercises offer the best insight into a candidate's performance in the role.

Independent Assessors & Interviewers

We can help your assessment by providing independent assessors or interviewers to work with you at your assessment processes. Well-trained and heavily experienced in their field, they can advise, oversee or be the assessors.

Bringing in trained, experienced and independent assessors as part of your decision-making process adds fresh, unbiased perspective, candidates fairness, validity and defensibility.

Interview Question Design

A bank of effective interview questions will add consistency, reliability and fairness to your interviews, whether competency or strengths-based; past-behaviour, future-focussed or situational; video, telephone or face to face.

Interviews stand or fall on the skills of the interviewer and the quality of the questions being asked. We can create a bank of effective questions and assessor guidance so no more having to ask the same, tired questions that have never worked and could be putting candidates off your organisation.