Previously we have discussed the benefits of using external expertise for parts of your assessment process. Here we set out a case study of supporting in-house assessment with a personality questionnaire and assessment interview. This is a summary of our process and outcomes:
A Senior Manager Who Needed Support for their In-house Assessment
A worried senior manager contacted us. They explained that they had several strong candidates for a critical role. They wanted support for their in-house assessment process. The manager needed to explore candidates’ potential fit with the team and organisation. They also needed a process that was cost effective and time efficient for both the candidates and the team. They emphasised the need to work closely with the client’s HR team who would be carrying out other parts of the process.
Identifying the most important skills and behaviours …
Our aim was to identify the skills, abilities and behaviours that were most important to success in the role.
One of our experienced psychologists discussed with the manager what they were looking for. Not just the aspects written in the person spec, but also that “softer” information around the existing team, their qualities, and potential blind spots.
Our recommendation
Based on this information, we recommended a personality profile which looked at a number of key areas that were most important for the role.
We then contacted all the candidates, outlining the process and inviting completion of the on-line questionnaire. The questionnaire itself took about 20 minutes to complete. As the questionnaire was online, the candidates were able to complete this flexibly in their own time.
The Process
After completion of the on-line questionnaire, we booked in a full verification interview with each candidate. This lasted around an hour, and focused on three key aspects:
- Verifying the outputs of the personality profile.
- Teasing out further information about the key areas, and also other areas that were of interest / concern, particularly in relation to the client’s identified needs.
- Seeking evidence from real life examples to back up the information discussed in the aspects above.
Insights
We wrote individual reports on the insights gained from the verification interviews. Our client had requested a short summary, with recommended areas to explore further, along with a more detailed report behind this.
Our insights, concerns and questions were presented in written form for the client and also discussed in person. This enabled the client to question us in more depth about some of the concerns we had identified.
At the end of the process the client said that our assessments had been particularly helpful for them. We had added to the information they had from other parts of the process, and had successfully worked with their in-house team throughout.
We highlighted a number of concerns around one candidate which correlated with outputs from other parts of the process. Our client noted that we gave them the confidence to delve further into these concerns.
The client made a successful appointment, with the sound knowledge that they had a robust process in place to support their decision.
Key features for success
So what were the key features that made this case study such a success? What should you be looking for if you want to support your own internal team? Here are some of the things we think you should look to your assessment partner to help you with:
- Work out what you need to measure
- Select the correct tools / process
- Triangulate outputs from all parts of the assessment process
- Work seamlessly with your in-house team
- With clear lines of accountability and communication
- Providing individual and personal attention
Like more information?
If you would like more information about our personality profile and personalised verification / feedback interview, please contact sarah.banton@deardenassessment.co.uk
Alternatively, do have a look at our website: www.deardenassessment.co.uk/services/