Sponsor's message: It's all about people

Aug 21 2009 By NRG

THE use of assessment techniques in recruitment has long been recognised as a proven method of identifying and evaluating capability and competence. 

NRG has an enviable reputation for designing and delivering assessment centres for a broad range of candidate skills, from the most senior executive selection processes to high volume, multi-site start ups recruiting thousands of staff. 

As the economy changes, the role of assessment is also changing and NRG is developing and driving the use of assessment techniques, not only for recruitment purposes, but to make businesses stronger as they go through the process of restructuring.

Pam Hemingway, head of assessment services, leads an experienced and highly qualified team of assessors and coaches and has developed assessment programmes and occupational profiling for national and local clients, including Home Group, HMRC, Scottish Water, Royal Armouries, Kirklees College and Northumbria University.

Pam is very clear about the benefits of structured assessment whether for selection, succession or development purposes. “Successful, profitable organisations are decisive in identifying and engaging high performance management and leaders,” she said.

“They ensure that they have people in the right jobs doing the right things to make a business succeed. But not all businesses are making the most of their people. We work with businesses in the process of change to help them define what ‘high performance’ looks like in their organisation then we design an assessment and development programme that evaluates and measures the potential of individuals to identify what they do best and what they actually want to do.

“This process delivers consistently high performance people who go on to achieve business objectives and gain positive results.”

The latest methodologies and techniques are used to evaluate and measure competency against specific job criteria. NRG consultants can predict what employees will do in the  future if placed in certain positions.

The process is all about making a connection between business and personal goals, aligning behaviours with the needs of the organisation – getting people in the right jobs, doing the right things to make the business succeed.

Typical high performance indicators

:: Willing, consistently able people who take responsibility and do something positive to move the business and themselves forward.

:: People who consistently do things efficiently and effectively.

:: People who are aware of changing requirements, are responsive and quickly adaptable to change.

Business benefits

:: Effective recruitment and promotion decisions.

:: Connection between personal goals and business goals.

:: Managers have a good sense of what they do best and what they want to do.

:: Increased collective and individual confidence to adapt to change.

:: Cost efficiencies as a result of limiting external recruitment campaigns.

:: Stronger, more structured management.

A positive experience of change for Kirklees College

When Dewsbury College and Huddersfield Technical College merged to create the new Kirklees College, the first task of its executive team was to create a new fit-for-purpose management structure that would deliver results within the first year.

The principal and vice-principal recognised that identifying the most talented people and unlocking their potential would be critical to success and would also be a complex challenge, particularly given the tight timescale. NRG was appointed to construct and deliver a programme to evaluate the potential of individuals for selection to the next level of management and to create a profile for continued development in the appointed roles.

A number of competency assessment activities and techniques were used, including psychometric and ability tests, a workplace personality questionnaire and team working. This comprehensive range of tests and techniques resulted in a high level of reliability in measurement.

All participants experienced a challenging process that was recognised as fair and that stimulated learning and self awareness. Self awareness leads to behavioural change, improved performance and progression towards next career steps.

NRG has been constructive in supporting the first stage critical period of change management. They have worked consultatively with us to identify our best internal talent as well as the selection of the best available external talent to complete our tier 3 director and tier 4 management appointments, 55 appointments in all. We are very pleased with their speed of implementation, management of individuals and overall service levels.