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Assessment

Recruit, develop and promote the best people into the right roles.

We create and deliver robust assessment and development centres to help you accurately identify and develop talent in a structured and objective way, and demonstrate commitment to equal opportunities. Failure to make successful appointments can be time consuming, expensive and demoralising. Whereas good decisions help retain talent, direct the best people to the issues of highest differentiation and create an aspirational and motivational culture.

Potential Centre

Assessment Centre

Helping you choose the right team


Increase your chance of successful appointments and avoid the human and financial costs of mismatches. Determine candidates’’ suitability for a particular role and your organisation and identify staff ready for promotion with robust and objective job related competencies.

Assessment Centre

Helping you choose the right team


Assessment centres are used to recruit and select new employees; identify those ready for promotion and to uncover latent talent within an organisation. They help get the very best people in the right roles and increase the likelihood of successful appointments. With you we would design a battery of tests and exercises to increase objectivity and reduce bias when assessing potential for a specific role. The assessment process would measure performance against job related competencies and provide evidence to support recruitment or promotion decisions.

You benefit from more objective decisions when appointing staff, reduction of costly recruitment errors, increased objectivity related to job related competencies and reduced bias.

Development Centre

Plan for the future of your team


Develop your talent pipeline, increase productivity, reduce recruitment costs and enable your staff to play to their strengths.

Development Centre

Plan for the future of your team


Develop your talent pipeline, increase productivity, reduce recruitment costs and enable your staff to play to their strengths.

Development centres not only identify existing capability but also discover those ready for future roles. They provide valuable information about individual and organisational strengths and highlight any skills gaps. Using a series of tools, tests and exercises trained assessors observe the participants and gather and collate objective results.

Our approach

We use a five step process to define the metrics and measurements appropriate to the role, then measure and analyse results, before preparing detailed reports and providing feedback. The final stage is to agree action plans for each participant to allow him or her to play to their strengths and develop their skills.

Benefits

You benefit from: accurate identification of people with potential and those requiring support; practical development plans to address skills gaps; people play to strengths and increased awareness of strengths and development needs.

Working with you

We take time to understand your organisation from the initial stages of agreeing competencies to designing appropriate exercises, running the centres and providing feedback. Your team can be involved at any of the stages from design to being trained and acting as internal assessors.

SUITABILITY

Determine suitability for a particular role and reduce costly errors

FAIR RESULTS

Increase objectivity and reduce bias when assessing potential

PERFORMANCE

Assess performance against job related competencies

DEVELOPMENT

Build awareness of strengths and development needs

POTENTIAL

Help people play to their strengths and release potential

OPPORTUNITIES

Demonstrate visible commitment to development and equal opportunities

EFFECTIVENESS

Identify areas that inhibit personal effectiveness and plan to overcome them

HERE IS WHAT OTHERS THINK

“The way Employment Matters provide HR support is refreshingly commercial and practical – they are easy to work with and go the extra mile to deliver excellent results.”

- Chris Hand CEO Molecular Vision

“Just another thank you from me for today’s session. Went down really well and people were talking about the models and continuing the discussion throughout the afternoon.”

- Fiona Andrews Partner and Head of Organisation Development, Towergate Insurance

“The service has fitted in seamlessly with our team. Rob speaks on our behalf at every level in the company from new starters through to senior management, with expertise and professionalism. His depth of knowledge in our business and market space is a distinct advantage.”

- Gerry Stroud, HR Director RFIB Group Ltd

“I value working in partnership. We have built a relationship that has led to pilots, tweaks and better results. I would recommend BiteSize Learning for their delivery and understanding of client’s needs.”

- Andrea Farrell Head Organisational Development and Learning Manager, University of The Arts London

“I wanted to say a big thank you for the training you ran for us last Friday. The feedback has been universally positive, and it was certainly one of the best training sessions I’ve ever attended.. I think it gave many people some tools to be much more confident in interacting, which was exactly the aim!”

- Hannah Purves Claims Director, Markel International

“The short focussed presentation of the critical information, supported by electronic class notes, was excellent as it allowed maximal learning in a short, but intense, session. This is definitely the way forward for management training, as far as I am concerned.”

- Proffessor Niamh Moran Head of the School of Postgraduate Studies, Royal College of Surgeons Ireland

Our Five Step Process

Define
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agree metrics and measurement including competency frameworks, objectives and assessment tools
Measure
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run assessments and/or train internal assessors
Analyse
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written reports and development plans
Provide feedback
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one to one and overview analysis with recommendations
Plan action & evaluate
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agree next steps, defining ongoing development needs and follow up

Training and Tools

We design each centre to a specific brief aligned to job related capabilities and future business needs. Some last for as little as half a day, focusing on aptitude or skills tests; others up two days. The tools and exercises selected will relate to the role.

  • Role plays
  • Aptitude tests
  • Presentations
  • Personality questionnaires
  • Document analysis
  • In-tray exercise
  • 360 Degree Feedback
  • Case studies
  • Business simulation
  • Group problem solving
  • Structured interviews
  • Career focus questionnaire