When you have a leadership vacancy to fill it is vital to appoint the right person for the job and your team.
Do you ask yourself the following questions:
We use our experience in behavioural observation and competency design to work with you to identify what exceptional performance in your organisation looks like now, and what will be required in the future. This becomes the glue to all aspects of the employee lifecycle. It will allow you to define recruitment, development and promotion criteria and to design assessment and development activities which are fit for purpose.
So whether you are looking to promote from within or to recruit an external candidate we can help you to design a recruitment process that is fair and effective. Call Clare now on 07771 716 443 to discuss your needs.
Working in partnership with the HR Director and the Talent Manager Clare developed an assessment process for three levels of talent pool to support leadership succession planning. The design and delivery included a half day assessment process for Directors aspiring to become MD’s and a full day assessment process for First Line Managers aspiring to become Senior Managers. Each individual undertook bespoke business activities with challenges aligned to the current business, and completed personality and motivational questionnaires.
Following each assessment day each person was given individual feedback and the information was shared with their line manager so that development actions could be agreed. After each programme had been delivered a behavioural summary report of each group being assessed was completed and presented to the Board.
A two day development programme for a ‘Rising Star’ population was also developed which included elements around gaining a better understanding of self; influencing styles; creating positive stories and developing personal brand.
Key outcomes were: