Archive for August, 2011

Zircon are bringing in a Strengths Tool to compliment our Talent Model

August 25th, 2011

Zircon uses a range of assessment exercises and psychometric tools, to measure the five key areas of performance and potential identified in our Talent Model namely;
• Personal Values,
• Motivators,
• Cognitive Skills,
• Intrapersonal skills,
• Interpersonal skills.

However, we are always looking for new tools which add value when we are assessing talented individuals. The introduction of Strengthscope is therefore an example of us offering a method of measuring ones strengths which is complimentary to the other tools we use. » Read more: Zircon are bringing in a Strengths Tool to compliment our Talent Model

My First Experience of Competitive Sailing at Cowes Week 2011

August 18th, 2011

The butterflies in my tummy were really starting to flutter as I stepped off the Red Jet Hi-Speed Ferry as I arrived in Cowes. The Hi-Speed crossing was quite rough and we had certainly been hitting the water hard on our approach. I knew then that the Zircon and Spinnaker Yachts team would be in for a fast and furious day of sailing. » Read more: My First Experience of Competitive Sailing at Cowes Week 2011

The Application of Group Exercises in Assessment and Development

August 16th, 2011

Within Zircon our Directors Amanda Potter, Julie Lee and Sarah Linton we have strong views about the use of Group Exercises for Assessment and Development. » Read more: The Application of Group Exercises in Assessment and Development

Commercial Benefits of Personality Questionnaires for Assessment & Development

August 11th, 2011

How valid are the use of Psychometric Personality Questionnaires for Assessment and Development?

Within Zircon, our Chartered Occupational Psychologists propose that while psychometric questionnaires have the least validity for predicting individual performance and potential, compared to other methods such as Competency interviews, Case Studies, Presentations or Role plays they still have some utility. » Read more: Commercial Benefits of Personality Questionnaires for Assessment & Development

The Zircon 6 Month Coaching Model

August 9th, 2011

Increasingly our Zircon Directors Dr Amanda Potter and Julie Lee are being asked by our clients to provide them with experienced coaches for the executive and senior managers. Our clients are also asking for a clearly defined programme of coaching over 3 or 6 months with review points along the way. The objective is the create leaders who are self aware and develop their » Read more: The Zircon 6 Month Coaching Model

How Valid are Assessment Methods?

August 5th, 2011

Within Zircon, Dr Amanda Potter and our other Business Psychologists recognise that making sure something is valid is fundamental to an assessment or development programme. Validity is measured by correlating the results from the assessment with the future performance. This is called predictive validity. The table above shows the predictive validity of various assessment and development tools. » Read more: How Valid are Assessment Methods?

Ensuring fair treatment

August 1st, 2011

At Zircon we continually review best assessment practice to ensure effective selection or development procedures for employers. Particularly relevant these days is how to ensure processes are clear, transparent and fair in respect of those with Dyslexia as highlighted by recent high profile cases (Bid v KPMG: Disability Discrimination Act , 2009) and (Patterson v Commissioner of the Police, 2007). In the first case a candidate with dyslexia claims that she was disadvantaged because of her disability and that a multiple choice questionnaire is not reflective of the requirements in the role of a GP. In the second case an internal promotion candidate successfully claimed that he should have been allowed more time to complete assessment tasks as a reasonable adjustment.

» Read more: Ensuring fair treatment