Introduction to Online Assessment

It’s hard to be entirely objective when assessing a large number of job candidates, given the need to process applications rapidly and identify the top candidates before they go elsewhere.

So how can you tackle this problem and identify the very best from a high volume of candidates in an accurate, reliable and – crucially – consistent way?

a&dc’s online assessment tools could be the answer, as they can quickly measure an applicant’s decision-making and personality characteristics to assess how well they fit the requirements of the role they are going for.

You don’t just need to take our word for it about its effectiveness, as there are plenty of public and private sector organisations that have seen online assessment deliver results for them.

Avon & Somerset Constabulary, for example, turned to a&dc to produce an assessment process to find the best of the candidates seeking police constable positions in an efficient and fair way (Read more about it in the library section of our website).

Selecting those who matched its behavioural selection criteria proved so successful that other police forces across the UK have adopted the same approach to find new recruits.

Of course, the needs of every organisation will be different, so our Screening Individuals for Fit and Talent (SIFT) process can be tailored to each one accordingly.

This means you can benefit from a solution that fits all your requirements and one that is highly convenient and easy to use.

Ultimately, finding the best people early on can significantly reduce the chances of you hiring the wrong ones and then spending money on going through the recruitment process all over again when they leave or are shown the door.

And if you are bringing in high-quality candidates from the start, your business can reap the rewards of their skills, expertise and personal qualities straight away and hopefully thrive in the future.

 

Introduction to Leadership & Management Development (LIVED)

The best businesses manage their operations in a very strategic way so they can achieve pre-set targets. So why are so many organisations failing to apply the same philosophy to workforce planning?

After all, picking people with the right skills and attributes can go a long way towards helping firms in all sectors reach their goals. It can enable them to bring in the expertise they need at the right time and ensure their future needs are anticipated and prepared for.

Here at a&dc, we have a Leadership Development Programme that can help you address all these issues, so you can assess your current leaders, identify who could rise to the top in the future and develop a strategy that meets the needs of your organisation.

We believe there are five elements of effective leadership – Learning, Intellect, Values, Emotions and Drive. By mastering all these elements, your business can benefit from the skills and experience of highly well-rounded leaders.

Asda is one good example of a brand that has chosen to take advantage of our expertise in leadership development and assessment, so it’s a sign that no firm is too big to make improvements at the top and set itself up for the future.

This is an important point to make as many company bosses and HR managers might view “talent management” as a fairly abstract term, as it’s not exactly something that can have its own column on the balance sheet.

But surely developing a reliable leadership pipeline and ensuring every manager is working towards a specific goal is a no-brainer for any firm with long-term growth aspirations.

When you consider how much money your business is spending on salaries, benefits, recruitment and training, it makes total sense to ensure you are engaging your employees and putting them in the best possible position to help your firm thrive.

Check out the a&dc website for more information on our Leadership and Management Development Programme and how you can sign up.

 

Introduction to Assessment for Selection and Recruitment

As an employer, you will judge any existing and prospective members of staff on their skills and experience. But how good an indication is that of how well they will perform in a particular role?

After all, being told the right things on a CV or in a job interview doesn’t automatically mean you are going to get a top candidate.

That’s why many firms have sought to dig deeper, turning to specialists here at a&dc to get more of an insight into what makes these people tick.

By assessing them through structured interviews, psychometric tests and business simulations, we’ve helped all sorts of organisations to find the best people.

The benefit of this are clear. By getting the right employees in place, organisations can focus on what’s really important to them – ensuring they are in a good position to thrive and move forwards.

We’ve had lots of satisfied clients from both the public and private sectors and if you click through to our library, you’ll get to see specific case studies of how our services have really helped.

Of course, people in charge of the hiring process will often have a fixed view of where their firm is at the moment and where they see it going in the future.

But they’re often so closely involved that it can be hard to take a step back and make evidence based selection decisions.

This is where we come in. Here at a&dc we’ll make a fair and objective assessment of every single candidate to see how they measure up against the requirements of the job, and how well-placed they are to adapt should the role or operating environment demand it.

Read further for more information on our assessment methods and see how they could benefit your organisation.