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OPTIMISING TEAMS
RECRUITMENT,
SELECTION AND ASSESSMENT
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Recruitment is of vital importance for the
modern organization. To exclude poor applicants to avoid counter-productive
work is just one part of the job. The other is to avoid
excluding applicants with promising potentials. Despite new
sophisticated assessment instruments offered on the market, up to 40% of
new hires fail within the first 18 month. Poorly performing employees
cost their employers more than $100 billion in the United States. Their prognostic
validity is debatable but one thing for sure, at the end of the day, the
validity is dependent on the assessor. Concerning crucial recruitment,
winners have realized that professional competence based on scientific
and clinical training is never replaceable.
Assessments accomplished by Albert Consulting are based on a solid
combination of academic competence in human behaviour and a long
experience of clinical practise.
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HAVE YOU IDENTIFIED THE TALENTS WHO CAN REALIZE YOUR CAREFULLY PREPARED
STRATEGY?
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John
is a professional and well-skilled person with the best references.
Seems to be a firm person with a personal determination and high sense
of responsibility. You are nor quite convinced of his social competence,
but you trust the references. There is no reason to dig deeper into
that.
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WE DIG DEEPER
AND DELIVER
WHAT IS IMPORTANT TO
KNOW
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WE USE RELIABLE
BEHAVIOURAL
SCIENTIFIC METHODS |
Judith
has scored excellent on the personality test administrated by your HR
department. She is also recommended by a friend of yours. You decide to
have a brief interview with her just to obtain a gut feeling. |
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There are two types of usual mistakes in recruitment. One is when a
non-competent applicant is accepted as employee. In this case
the organization suffers under a counter-productive person often for a
very long time. Analyzing these mistakes unveil that it is a "test-experienced"
person or someone who has given a convincing impression. The referred
merits are often irrelevant such as charm, look, personal attraction or
dressing.
In the second case a suitable candidate is rejected which
is disastrous in an other way. Who haven't heard the boss reject an
applicant because s/he is "over-qualified" for example?
Especially today when a lot of companies are sparsely filled with people
a rejected competent talent is a waste of resources.
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 Susan
is known to be an extremely responsible and competent person. High
ambitions both for herself and others. While she devotes all her time to
excel her job performance, her private life suffers. You wish you would
know a bit more about her personal characteristics
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WE LOOK FOR
BOTH COMPETENCES
AND PERSONAL
ATTITUDES.
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Personal
assessments accomplished by Albert Consulting is based on a solid
combination of academic competence in human behaviour and a long
experience of clinical practise. Our approach is to make dynamic
assessment including a critical evaluation and interpretation of all available
data.
Organizations often look for a person with
specific skills or someone with a particular personality. Skills and
capacities are important parts of an assessment, but to confirm an
applicant's factual capabilities for a position, we have to examine if the
candidate is able to keep the level of his/her abilities even under unfavourable
circumstances.
We strive to assess the effective
competence which is skills and capacities filtered through the personality
If a pilot despite an excellent capacity is
not able to utilize his/her capacity under stress, his/her effective
competence is restricted like a skilled engineer who is not able to stand
in front of his subordinates to share his knowledge and experience. |
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WHAT IS NECESSARY TO
KNOW
FOR A VALID
ASSESSMENT, WE
INCLUDE IN OUR
EVALUATION. |
Burt
has a varying background: been in finance, IT and truck business.
Obviously a competent person, but he is reluctant to discuss personal
issues with the motivation that he is not private on the job. You think it
is wise no to ask further about personal conditions. |
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Lisa
has a relevant background, appropriate experience. However, she frankly
declares she is not interested in a full-time job. Many other things in
life are of great interest to her. Since you would like to supplement the
team with an additional female member, you disregard this aspect. |
WE ANALYSE BOTH THE GOOD
AND
THE BAD NEWS.
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WE FOCUS ON
SUCESS FACTORS
AND WORK IN
PARTNERSHIP WITH
OUR CLIENT ORGANISATIONS. |
Albert Consulting Ltd has served clients such as ERICSSON in selecting
CEOs and other executives, GAMBRO, KAROLINSKA INSTITUTET, NCC, SAS,
SCANIA, STORA ENSO, POLICE AUTHORITIES, THAI AIRWAYS INTERNATIONA,
WALLENIUS WILHELMSEN LINES in assessing talents for different levels and
functions. |
