1. An Alternative Approach to Hiring
The Assessment Centre
An Alternative Approach to Hiring

2. Agenda Why did we change our hiring process?
How the Assessment Centre works
Results
Review of Process and Future Improvements
Q&A

3. 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”

4. Aptitude and Potential Personal Characteristics and Behaviour
Hiring Objectives
Fit into team
Technical Ability
Knowledge and Application
Soft Skills
Aptitude and Potential
Personal Characteristics and Behaviour
We are a Global Organization with support centres around the world. Our North American office acts as the escalation point for the other offices.

5. Meeting the Objectives
Benchmarked existing team
Personality, Aptitude and Technical Skills
Profiled key contributors
Identified required technical skills
Defined the measurements

6. How the Assessment Centre Works
Individual
Activity
Technical
Test
Group
Activity
Aptitude
Test
Agency &
CV Selection
Interview
Personality
Profiling

7. The Group Activity

8. The Group Activity Team work & Collaboration
Planning & Time management
Analyse, gather and use information
Communicate & Listen
Observe individual behaviours
The “Real Reaction”
Team dynamics

9. Role Play based on Work Activity Technical and Soft Skills
Individual Activity
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

10. Modular – play to strengths Two approaches
Technical Testing
Exam based test
Modular – play to strengths
Two approaches
Test developed in-house
Eskill.com on-line testing
Benchmarked both systems on current team

11. Thomas International TST System
Aptitude Test
Thomas International TST System
Indication of ability to respond to training
Feature Detection
Reasoning
Number Speed and Accuracy
Working Memory
Orientation

12. Look at each block and decide on how many pairs are the same
TST Examples
Feature Detection
An exercise to measure how quickly and accurately people can carry out simple checking tasks in their head.
Look at this example:
Look at each block and decide on how many pairs are the same A a B c D d R r

13. Look at each block and decide on how many pairs are the same
TST Examples
Look at each block and decide on how many pairs are the same D a F g H t R r q Q a A p P b B

14. TST Examples D a F g H t R r q Q a A p P b B

15. TST Benchmark Benchmark Data Benchmark 35 (from existing team)
Feature Detection
Working Memory
Orientation
Benchmark 35 (from existing team)
Hire in 50 minimum to raise standard
Caution with very high scores

16. Personality Profiling
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

17. 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 51 N SI
Candidate 3 15
52.6
SIC
Candidate 4
1.5 1
47.2 CS
Candidate 5 4
36.6
Candidate 6 60
49.2
Interview
Candidate 7 50 2
ISC
Hired

18. Assessment Centre Benefits
Reduced hiring time/effort
Improved quality of hire
Faster to fit in and contribute
Confidence to say yes or no
Pipeline

19. 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

20. Questions & Answers