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Recruitment & Selection
Would you like me to be an expert advisor or seek more active involvement? Denise has been working as an assessor and interviewer for 20+ years and is an expert in the design and delivery of assessment centres. Denise can:
Review your current processes and offer suggestions for improvement, providing expert and mentoring to your in house team.
Design and develop assessment centres including developing exercises and choosing psychometrics to aid rigour to your recruitment process. (We have access to all reputable assessments and choose the most appropriate one based on a thorough understanding of the job requirements).
Provide in-depth psychometric assessment to deepen the evidence you gain from interview, particularly suited for senior appointments.
Undertake telephone interviewing for short listing purposes
Denise is part of a network of 40 assessors, all highly trained and experienced who regularly undertake assignments in the public and private sector. This enables us to provide one assessor or work as a large team, project managing a large scale assessment centre such as undertaken within Royal Mail and BT. We can provide test administrators, assessors and board chairs.
Read about Denise's experience in this area >>
Read how Denise can help you with training in this area >>
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For a more detailed discussion please contact Denise >>
Selecting and developing the best people for your organisation takes experience and intuition. It also calls for a systematic and professional approach, based on a deep understanding of how people relate to and learn in their work environment.
When choosing people to join your organisation, your team or for promotion it is extremely important that the best decision is made. The cost of making the wrong selection decision is usually 5-10 times the salary cost.
If you select the wrong people the costs to your business are
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expensive selection costs
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poor staff and poor profits
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high staff turnover
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loss of skills
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high training costs
We offer advice on recruitment and selection methods, and carry out individual assessments for selection, promotion, development, career counselling or outplacement.
Being independent of the client organisation we are able to give an unbiased assessment, which is perceived as fair by candidates.
Our business psychologists understand the business context in which the decision is being made and are able to interpret the assessment results for the specific situation.
We can help with
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Recruitment
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Competency design and development
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Devising short listing criteria
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Telephone interviewing
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Compilation of shortlist
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Analyse data and generate a list of candidates’ major strengths and weaknesses
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Develop questions to explore these characteristics at interview
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Assessment and Development Centre Design
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Training of assessors to ensure consistency between assessors
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Assessing candidates, including chairing of selection boards
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Production of board reports
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Provision of feedback to all attendees
Based on a thorough job analysis, gaining a full understanding of the business strategies and working with experts to ensure realistic assessment centre exercises. We use whatever assessment methods are appropriate to assess competence and potential in the specific situation. These include:
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psychometric testing
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in-baskets and case studies
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business simulation exercise
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in-depth structured interviewing
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group activities
Structured interviews
A structured interview facilitates the achievement of consensus between different interviewers and ensures that important questions are not overlooked. We will design structured interviews based on psychological knowledge about the interview process and then train your own personnel to conduct and analyse these interviews.