Individual Assessment

Do you sometimes:

• Select or promote the wrong people?
• Find top performers leaving / poor performers sticking?
• Implement expensive training programmes but struggle to measure impact?
• Start tedious, by the book, IR processes after performance has become a problem?
• Invest in short lived team building exercises for teams with the wrong people in key jobs?

Our solution:

a Personal Report to assist in achieving one of three goals:

• Selecting the right people for key jobs.
• Promoting or developing the right people into the right jobs.
• Helping people to develop their careers based upon their strengths (not their weaknesses).

1. Track Record

We reduce each person's CV to a 1-page summary to remove subjectivity and 'noise' common to most CVs.

The CV Summary focuses on

• formal qualifications
• experience:

            o sector/industry experience e.g. financial services, mining, manufacturing etc

            o functional experience: finance, sales, operations, HR, administration, HSEQ etc

            o institutional experience: number of years spent in organisations similar to ours

            o level of experience: e.g. entry-level, support, specialist, supervision, management, leadership etc

• functional competencies: the competencies that enable us to do our work successfully.
• length and depth of career and average tenure: has the candidate become a master of something or a jack of all trades?
• consistent job choices in appropriate sectors: has the candidate switched industries and functions too often?
• reputation:

o achievements: does the CV indicate past success? 

o personal development: does the CV indicate that personal development has been taken seriously? 

The track record predicts the logical path for the candidate and informs selection, promotion and development choices.

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2. Team Person Fit

We profile the candidate’s:

• people, task, idea and internal habits
• conceptual fitness
• task efficiency and
• attitude

We do this to assess their potential to work in different environments with different types of people.

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3. Job Person Fit

We profile the behavioural preferences of each person to assess their level of fit to the behavioural requirements of their current or possible future roles.

The profile summarises behaviours on 4 continua from low to high:

• Dominance
• Influence
• Steadiness
• Compliance

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4. Personal Report

Based on an analysis of the information above, we write a Personal Report for each person.

This includes an overall suitability rating to particular types of work or specific roles. The rating consists of 4 levels:

• A+: The candidate or employee is highly recommended for the role
• A: The candidate or employee is recommended for the role
• B: The candidate or employee is recommended with caution for the role
• C: The candidate or employee is not recommended for the role.

Supporting evidence is summarised for each rating.

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5. Feedback

We provide online or F2F feedback to the manager for applicants or for the individual themselves with or without a coach, manager or HR + Q&A.

The purpose of the feedback is to contextualise the results in the personal situation of the individual and their goals and preferences. Should we conclude that an individual should move into a different function, role or industry, their buy-in is crucial for success.

The feedback bridges the gap between the technical nature of the personal report and a layman's understanding of its implications.

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