Your people are your organisation’s past, present and future. Selecting and assessing the best candidate fit is critical for the performance and health of both your organisation and employees.
We provide a variety of scientific and evidence-based assessment and selection services to enhanceyour search process and ensure that you get the right person, with the right skills, in the right role at the right time and place.
Assessment Centres are highly popular and effective methods of assessing candidates. Lasting from one afternoon to several days at a time, Assessment Centres unite candidates (in person or virtually) to complete a series of tasks and exercises to assess their fit with the advertised role and organisation, based on an accurate Job Match Profile (see Person-Fit Analysis services). Tasks are designed by specialists, such as occupational psychologists, to assess specifics skills, traits, and values essential to the role and organisation.
Why are Assessment Centres so valuable?
• They assess and compare multiple candidates over one set period
• By assessing skills with a combination of tasks and comparing results, they increase accuracy and reliability of assessments
• They have multiple raters or assessors present, which provides greater observational power in addition to task results
• They are popular with candidates, who frequently report positive experiences and impressions of the organisation
• They allow bespoke design to assess your bespoke needs in accurate and reliable ways
Dr Hunter-Hill is highly experienced in designing and running Assessment Centres for global clients across sectors.
Services TOPPI can offer
• Bespoke design of Assessment Centres, from initial critical evaluation of the requirements of the role and organisation (see Person-Fit analysis services) to post-implementation procedures
• Personable implementation of bespoke Assessment Centres
• Experienced design across sectors and levels of recruiting, including for C-Suite roles
• In-person or virtual Assessment Centres
Person-Role, Person-Organisation and Person-Culture Fit Analysis
It is important that candidates match the requirements of the role and organisation to perform well. Person-Role fit is a framework that measures the overlap (or “fit”) between the candidate’s abilities, traits, interests, and values and those required of the advertised role.
Fit analyses require a detailed “job analysis” stage, in which occupational psychologists conduct research to understand role requirements and create a “Job Match profile” of the ideal candidate’s abilities, personality traits. Subsequently, specialists, such as occupational psychologists, devise and implement assessment methods to assess these characteristics in candidates and calculate their fit.
Analysis of Fit can also be completed between person and the organisation or organisational culture.
Services TOPPI can offer:
• Bespoke Person-Fit analysis for Roles, Organisations and Cultures by highly experienced and passionate Occupational Psychologists
• Scientific and systematic Job Analysis of requirements and Job Match profiles
• Job Match profiles based upon highly popular, reliable, and accurate psychometric tools
• Utilisation of a combination of analytical methods: consulting job descriptions and personality specifications, interviewing employees, conducting diarystudies, and consulting psychometric tools
• Evidence informed Person-Fit assessment methodsincluding psychometric testing, interviewing and assessment centres
Panel interviews and observations
In Panel interviews, one candidate and several interviewers are present. This panel of interviewers all understand the organisation and the role, and each pose interview questions and take observations. Panel interviews allow organisations to gain multiple perspectives of candidates, from professionals specialising in different areas and functions in, and outside of, the organisation. This diversity of viewpoints is believed to reduce the risk of hiring unsuitable candidates.
How can a TOPPI Occupational Psychologist add value to your interview panel?
• Provide an investigative and scientific mind which is trained to question and understand motives and intentions behind surface-level behaviours
• Apply psychological theories and evidence to informinterviewing best practice
• Ethical and unbiased approach to interviewing and assessing candidates
• Scientific and evidence-informed critical thinking will add diverse thinking and reduce dangerous risk of “groupthink”