Pre-Recruitment Assessments

Program promises:

Pre-Recruitment Assessments

The Need

With current recruitment legislation, hiring the wrong employee can be a very expensive exercise. Correcting the situation is both time-consuming and costly. It is therefore critical to get it right the first time and every time.

Wages and salaries are often the largest expense in a business. Having the right people on board can be one of your greatest assets, while hiring the wrong employee can drain resources, cost a fortune and in some cases even push businesses into bankruptcy.

A survey found:

“The cost of employing a new member of staff is between 160 and 180 per cent of annual salary.” – Price Waterhouse Coopers.

Getting recruitment right the first time eliminates stress and worry, improves organisational productivity and fosters team synergy and satisfaction.

The Solution:

After completing initial interviews and narrowing candidates to a shortlist, have each applicant complete our pre-recruitment assessment. We provide detailed feedback on each person’s in-depth profile, giving you valuable insight into their strengths and weaknesses. Combined with your interview impressions, this creates a comprehensive picture of who is best suited for the position and why.

You will gain clear knowledge of each candidate’s aptitudes, strengths and limitations providing the most informative insight into how well they will fit the role. Beyond recruitment, this tool continues to add value at every stage of employment, helping both employer and employee maximise effectiveness and productivity.

This unique and proven process begins with selecting the right people, but extends much further by providing:

This unique and proven process while it starts with the right employees goes much wider and provides the following:

· Precise matching with daily work:
Work demands are constantly shifting. Our profiling allows you to reassign tasks as markets and business conditions change, ensuring that the right people are always handling the right work. Because natural aptitudes do not change, this tool provides long-term accuracy in workforce planning.

· Managing Disagreement, Conflict and Challenges:
Profiling delivers deep insight into how people function their strengths, difficulties, and natural approaches to tasks. With this knowledge, both individuals and teams can anticipate challenges, resolve conflict more effectively and work together in greater harmony and synergy.

· Working with others through understanding aptitudes:
Knowing one’s own natural Understanding both your own abilities and those of your colleagues highlights which tasks may be more challenging and which can be accomplished more easily. Knowing the strengths and limitations of team members enables better collaboration, reduces stress and boosts productivity and quality of work. This is one of the keys to achieving significant organisational gains, with everyone working to their strengths rather than simply compensating for weaknesses.

· Succession Planning Expertise:
When a key team member resigns or is absent, organisations often face disruption, pressure and downturn. Too often, contingency and succession plans are inadequate. With aptitude profiling, both management and staff gain insight into team resources, making it easier to cover vacancies, holidays and sick leave. Profiling also indicates how long an individual is likely to remain in a role before needing a new challenge. With this foresight, you can plan career development or begin a replacement search in advance.

· Personal Development & Work Management:
Profiling highlights the areas where employees can develop their natural strengths, enhancing abilities and building skills on a solid foundation. Once both the organisation and individual understand which training and development will be most effective, professional growth becomes a guided and purposeful process.

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