Hire the right people

Hiring the right people in the first place is probably the most important thing you can do to ensure performance and success. Having the right people in place means you will spend significantly less time ‘managing performance’ and developing managers who, quite frankly, are not up to the mark.

What's more your managers set the tone for everyone else through their behaviour - what they say and do, and how they say and do it. Everyone else in the business models their behaviour and this is what shapes your culture. Appointing people who demonstrate the behaviours that mirror the culture you want in the business is the quickest, and easiest way to reinforce or change your culture. Hiring the wrong person can quickly damage the culture and cause widespread disengagement.

It is widely recognised though that relying on interviews alone to make recruitment decisions can be pretty patchy. If the interview is unstructured then you may as well flip a coin!

We will help you improve your candidate selection assessment process.

competency model design   

Competencies describe what behaviours are valued by the organisation. They're actually the start point for being able to select the right people as they describe what behaviours you should be assessing during the recruitment process. Well designed competencies will tie your organisation's values, vision, culture and strategy together. 

We'll help you define what those competencies should be for your business.

psychometric testing

Psychometrics are a more scientific way to measure someone's capability and behaviour. They are a cost-effective way to input some objectivity into the selection process. 

We're qualified to administer a range of psychometrics so we can help you quickly strengthen your selection process. 

assessment and development centres

The best way to see if someone can do the job, is to observe them doing the job. This is the basis of how assessment and development centres work.

Assessment and development centres both work in the same way, they just have different objectives. Assessment centres are intended to aid the hiring decision as part of a recruitment and selection process. Development centres are used to identify individual potential, strengths and development needs as part the talent management process.

We specialise in designing and running bespoke assessment and development centres that are designed specifically for the role you are looking to fill or identify potential for.