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Recruitment & Selection |
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Management Development |
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Organisational Change |
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Team Development |
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Performance Management |
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Coaching & Mentoring |
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Succession Planning |
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Frequently Asked Questions (FAQs)How much will an Assessment or Development Centre approach cost me?This depends on your particular needs as each situation requires a bespoke solution.Obviously, costs are a key factor within any organisation therefore Assess7 always establishes your needs at the earliest stages and provides you with a break-down of costs for you to approve ahead of any assessment/development decisions. Assess7 focuses on offering a value for money service and preventing your organisation from making costly mistakes through inappropriate people management decisions. The costs of recruiting the wrong person; inappropriate training/development; weak management; dysfunctional teams or dealing with poor performance issues, far outweigh the costs associated with assessments. How much time is involved with an Assessment/Development Centre approach?This depends on the individual situation and specific needs of the organisation.As a guide, a typical recruitment assessment process will take up to 4 hours of testing, plus additional time for feedback to the candidate and to the selection panel/line manager. With Development Centres, where the focus is on individual or team performance, assessments can last up to a day. It is usual with Development Centres to build in further time as required to address individual or team needs as identified from the assessments. Where are Assessments/Development Centres held?Either in your organisation, if suitable rooms are available, or at a suitable local venue.A suitable room is one where the testing can be carried out without interruption, has sufficient desks, good natural lighting and access to refreshments/areas to relax in between tests. When running Development Centres, many organisations decide to send participants to a local venue so that they can stay fully focused on the assessments without the distractions of their normal working environment. Who will carry out the assessments?Experienced, qualified and licenced psychometricians from Assess7We match our associates, who have particular backgrounds and strengths, to individual client requirements in order to increase the effectiveness of our intervention. How much notice do I need to give Assess7?Ideally, at least 2 weeks to ensure our availability.We do however recognise the demands that business makes on organisations and that unexpected situations inevitably arise therefore we would always aim to meet short term requests if at all possible. How soon do we get the results from the assessment?Usually on the same day as the assessment - especially with recruitment so that you can add this information to your decision making.This does however, depend on the number of tests used in the assessment process, their complexity and the number of candidates/participants involved. Can we carry out tests on line?Yes.Some tests, such as psychometrics can be carried out on line. Some ability tests however, do not lend themselves to the on-line process. If on-line testing is of interest to you, please contact us to discuss this further. Why can't an interview do the job of any test?Interviewing is an integral part of any assessment or development process and should always be used alongside testing.Evidence has shown that only using an interview is not the ideal solution when selecting staff. This is because we all make subconscious personal judgements, even trained interviewers. Personal bias inevitably affects interview results and interviewing a large number of unsuitable people is costly and a waste of time for all concerned. Objective assessments provide in-depth information on an individual so that an informed decision can be made about an individual's suitability for a job. The results from assessments may well provide a number of specific questions which can be asked during the interview. Can candidates manipulate the results from psychometric tests?NoPsychometric tests such as the Saville and Holdsworth OPQ contain checks and balances that assess the extent to which an individual is likely to answer in an overly positive way. The candidate feedback process is also the opportunity to make sure the candidate can provide examples of when they have behaved in ways in which they have described in the questionnaire and to clarify that the results from the psychometric tests are valid. Is there any proof that using assessments for recruitment really works?Yes, there is proof that assessments significantly increase the chances of selecting the most suitable candidate for a particular job.Research on the validation of ability tests and psychometric assessment, conducted globally over many years, shows that the reliability of selection increases from 20% using traditional interview techniques, to 65% using an assessment centre approach. What would I gain from putting my staff through a Development Centre approach?A great deal. Firstly, staff appreciate being developed. Research has shown that "Personal Development" and "Feeling Included" are consistently key employee motivators.Secondly, your organisation will be better placed to make more informed decisions regarding the development of your staff. Additionally, it is highly likely that you will also discover un-tapped talents staff within your which would benefit both the individual and the organisation. Thirdly, the results from assessments used within the Development Centres will allow your organisation to target specific training and development needs therefore maximising the effectiveness of your training budget. |
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