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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.

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;

check_circle is designed using relevant job critical competencies

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

check_circle 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.

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.

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

OPQ32 | WAVE | HPI | NEOPI-R

Personality

Ability

Critical Reasoning

Verbal, Numerical & Spatial Reasoning

HDS

Leadership Risk

Motivation & Values

MVPI

Team Development

Margerson McCann Team Management

Emotional Intelligence

EQI

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We use leading personality instruments and ability tests

Pyschometric testing

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 to 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.

Top Performer Profiling Every organisation knows who their top performers are - very few know why they outperform others. This gap is expensive. The difference in value between a good and average performer cited typically between 40–70%, and between good and poor performers it can reach 140%.*

Many businesses rely on assumptions, generic competency frameworks or manager intuition, which means they often hire, develop and promote based on incomplete or inaccurate views of what actually drives success.

Therefore, identifying what behaviours & competencies are associated with top performance and using this to inform talent management, impacts directly on the ‘bottom line’ e.g., increased sales and profitability.

Top Performer Profiling is an evidence based process that identifies the behaviours, attributes and competencies that differentiate top performance in an organisation. It helps answer two questions:

– What makes someone exceptional in a specific role?
– What makes someone a genuine high potential future leader?

Assessor
Training All the good work of understanding drivers of effective performance, and in designing effective assessment methods, can be undermined by a lack of standardisation of assessment.

Our online training course focuses on ensuring assessors have the right skills to maximise consistency of evaluation and minimise subjective judgements and distortions. Improving rater reliability helps ensure well-designed selection processes get the effective results they deserve.