Passionate About Making Work

Better

Effective Talent Management

By applying the science of people at work, our team of expert occupational and business psychologists help enhance individual, team and organisational effectiveness and well-being. Our services combine scientific rigour with a deep appreciation of how people act, think and feel.

We use psychological insights to help clients achieve tangible business outcomes that are critical to delivering their strategic goals, such as increasing productivity, enhancing teamwork, increasing employee engagement, helping staff reach their potential sooner, or increasing levels of innovation.

Understanding People

Delivering Results

Experts in Assessment & Selection

What We Do

Our team of business psychologists can help you to design and deliver the most effective selection process for job roles within your organisation, appoint the best team for managing a business-critical project, or benchmark individual/team capability against future role requirements.

We have a deep understanding of what drives superior performance and use this insight to design relevant assessment and selection processes that are fairer and more effective.

Assessment Centres | Development Centres | Psychometric Tests | Competency Framework Design | Assessor Training

Why Use Evidenced Based Selection?

World class selection processes optimise the chance of selecting top performing candidates, in a manner that reflects evidence based practice and organisational values in a fair and transparent way.

Research indicates that the difference in value to an organisation, between good & average employees, is between 40-70% of salary and is potentially higher in roles with greater variability in work performance.

Increase Fairness

Drive Value

Predict Performance

Not all selection methods are the same in predicting performance. Making the slightest improvements to an assessment process, improves the probability of making an effective selection decision.

Achieving these higher validities and reliabilities is not guaranteed unless the assessment centre is well designed and professionally run. We help clients achieve this goal by ensuring the centre;

is designed using relevant job critical competencies

is rounded in exercises that are job-relevant, and ideally where most noticeable differences in performance can be observed

assessors are effectively trained

Assessment centres can be delivered in a variety of forms to suit your needs - Face to Face, Virtual or Hybrid.

Assessment Centres

Assessment centres (and work sample tests) provide superior results compared to interview methods used alone, and actually put candidates in the situation as opposed to presenting a description of it. As a result, they offer insight into abilities to do the work rather than knowing how to do the work.

In addition, multiple assessments are implemented at assessment centres, so they are also fairer, as candidates are given a number of opportunities to demonstrate their strengths. This multi-rater, multi-method is at the core of an assessment centre, and a key reason for its success.

MKBP ensure exercises/methods are bespoke to customer’s needs as evidence shows that best (and most cost effective) results are achieved when exercises are designed for a specific role with a given organisational context.

MKBP can help design a centre that evaluates a participant’s state of readiness for promoted positions in the near future and also provides insight about their longer-term potential.

Development Centres

Development Centres are a series of structured exercises or simulations, combined with psychometric assessment. They are designed to identify an individuals' current strengths and development needs against key competencies associated with target job roles. Development centres can make a key contribution to supporting an organisations succession planning processes.

Selection: The integration of results into a wider assessment centre or individual assessment process, i.e. part of a wider assessment of competency along with other assessment exercises.

Individual Development: Feedback to guide development planning for existing jobholders.

Team Development: Feedback to guide team-building interventions. Suggested follow-up interview questions

Psychometric Testing

Psychometric tests are amongst the most efficient and effective methods for selecting top performers. Almost every study of managerial failure points to a lack of personality fit with role requirements. Therefore, gaining insight into an individual’s behavioural preferences and abilities can help avoid poor hiring decisions.

Pre-screening: We can produce pre-screening reports based on relevant personality and ability tests to guide in-house interviews with candidates. These reports highlight:
- The overall level of fit against role competencies
- Candidate strengths against role competencies
- Potential development needs against role requirements
- Potential contra indicators with role requirements (higher risk areas)
- Development centres can make a key contribution to supporting an organisations succession planning processes.

Competency Framework Design

Organisations that utilise competency frameworks against multiple aspects of talent management and also use a consistent competency model across talent acquisition, learning, performance management and succession processes are five times as likely to achieve Best-in-Class performance as those that do not.

Our Business Psychology team can help you profile the competencies driving effective performance in key job roles, prepare role profiles and develop an organisation-wide competency framework.

Just Some of Our Clients

Each client and project is
unique