Archive for the ‘Zircon’ category

Output Differences for High Performance Employees

July 1st, 2015

The top 5 percent of the workforce is responsible for up to 26% of organisational outputs. This equates to exceeding the average performing employee outputs by up to 400% (O’Boyle & Aguinis, 2012). Therefore, although the top performers may mean a 25% initial increase in investment, the organisation could result in 10x higher outputs long-term (Workforce Online, 2002). » Read more: Output Differences for High Performance Employees

Short-Term and Long-Term Work Experience and Placement Opportunities for Trainee Business Psychologists with Zircon

July 1st, 2015

Job Description

Zircon Management Consulting is a Business Psychology Consultancy specialising in Talent Management, based in Coulsdon, Surrey. We offer a variety of talent services such as Assessment, Development, Training and much more.

Over the last 5 years Zircon has provided individuals with the opportunity to gain some short-term Work Experience, typically lasting 2-4 weeks within the consultancy. However, more recently we have also been able to provide longer term University placements ranging from 3 months to a year. » Read more: Short-Term and Long-Term Work Experience and Placement Opportunities for Trainee Business Psychologists with Zircon

How to Maintain Objectivity When Assessing

June 26th, 2015

Biases can occur in many different forms throughout the whole assessment process, which affect the reliability and legitimacy of the outcome judgement.  An assessment with biases can produce outcomes based on incorrect information and interpretation of the results, or even produce outcomes atypical of the overall assessment process.  There are however some preventative measures that can be put in to place.  » Read more: How to Maintain Objectivity When Assessing

Assessment Biases

June 22nd, 2015

Biases within selection and assessment are prejudices which favour or discriminate a person or group.  Biases are exceptionally common and can occur especially if the assessment is important or key to the organisation, due to the high level of investment.  We all regularly draw on our biases from our subjective nature and past experience and these usually are not detrimental.  » Read more: Assessment Biases

Reach your Potential, Higher and Beyond

June 18th, 2015

What are High Performance and High Potential employees?

Organisations are constantly seeking to improve their workforce by employing and retaining ‘higher performing and output’ employees.  However few organisations understand what High Potential Talent looks like in their organisation or that employee success can be defined in two ways; High Performance and High Potential.

» Read more: Reach your Potential, Higher and Beyond

Does Our Unconscious Rule Us or Do We Rule Our Unconscious?

June 16th, 2015

As coaches we encourage our clients to shift the responsibility of control to the conscious individual from our unconscious selves so that they take ownership and responsibility for decisions. However we need to answer some of the following questions in order to make sure that we are coaching our clients in the right direction:

• Thinking hard is good; or Thinking intuitively is good?
• Unconscious thinking is OK; Thinking consciously is better?
• Our brains are controlling us; so we need to have more conscious control of ourselves?
» Read more: Does Our Unconscious Rule Us or Do We Rule Our Unconscious?

My internship at Zircon and TalentGene

June 11th, 2015

After completing my masters in Occupational Psychology, I learned about work experience opportunities at Zircon. I was keen to apply as Zircon specialises in all the areas I was most interested in and thought it would be a great opportunity to get a taste of what it would be like working in a consultancy. After submitting a covering letter and CV, I had an initial interview with Martha about my motivations and a second competency based interview with Raj. The final stage was to complete a research and proofing task. I was delighted to learn that » Read more: My internship at Zircon and TalentGene

The Importance of Experience

April 21st, 2015

Within Zircon we recognise that the concept of employability for new trainee Psychologists is a complex one; candidates need to focus on their self-awareness, motivation, positive attitudes and have an understanding of their impact on others in order to be successful. Trainee Psychologists more than even need to be proactive to seek and seize opportunities, they need to enhance their marketability, build on their strengths and develop their weaknesses. More than this they need a clear focus on what interests and excites them and have a clear vision, goals and aspirations about the future. They need to » Read more: The Importance of Experience

Wash Ups

February 20th, 2015

For the past 15 years Zircon have been working with clients to design, implement and validate Assessment Centres (ACs) for recruitment, development and promotion. There are two types of AC; Traditional Assessment and Development Events and Executive Assessment and Development Events. Traditional Events are where each assessor sees a number of candidates by assessing different candidates in every exercise whilst Executive Events are where the assessors stay with their candidates throughout the exercises and therefore see them develop, change and grow throughout the event. » Read more: Wash Ups

On the Shoulders of Giants

February 12th, 2015

Personality research and in particular the research into Individual Differences has played a central role in the history of British Psychology. Especially in Britain, this area of personality has been dominated by the contributions of two of the most prolific and well-cited psychologists in the world – Hans Eysenck and Jeffrey Gray. Eysenck’s tripartite division of personality (the Giant Three model) was a launching point: Extraversion (E), Neuroticism (N) and Psychoticism (P). » Read more: On the Shoulders of Giants