Archive for the ‘Zircon’ category

Do Values have a place in Talent Assessment?

September 11th, 2015

Increasingly we talk about the importance of values in assessment and they are regarded by many to be a critical part of the assessment process. Values are our core and pertaining beliefs that influence our personal and career decisions, behaviour and impact our level of potential to succeed. They can however vary widely depending on the circumstance. Research has demonstrated that if the values of an individual are congruent with organisational values, the individual is likely to be motivated to stay with the company, perform and deliver. » Read more: Do Values have a place in Talent Assessment?

Taking a holistic approach to interviewing

September 9th, 2015

The future needs of businesses are changing, therefore taking on a more holistic approach to identifying the right candidate is becoming increasingly popular.  For the past 20 years the traditional competency interview has been a popular technique for candidate assessment.  The competency interview has moderate predictive validity of 0.3, there is always scope to improve the level of validity. Combined assessment methods or assessment centres are one way of increasing the validity levels of assessment by looking at an individual’s capability across different tasks, allowing measurement of different behaviours. » Read more: Taking a holistic approach to interviewing

Six Ways to make you more Persuasive

September 7th, 2015

Why are some people more impactful and persuasive than others? How can some people have greater influence and persuade others more easily? Cialdini identified six elements to successful persuasion (1984). We have examined these six elements and can see their relevance today. » Read more: Six Ways to make you more Persuasive

Experience, Self-Efficacy and Employability

September 4th, 2015

Changing one’s career, even while it might be highly desired, is no easy task.  Even more so when perhaps you are a little older than the average graduate! There are so many things you need to attend to in order to make that transition a successful one.  So I made sure that as well as enrolling on a well reputed MSc course, I also enrolled in the university mentoring scheme and was lucky enough to be assigned a Business Psychologist as a mentor. » Read more: Experience, Self-Efficacy and Employability

The Power of Persuasion & Personality Type

August 24th, 2015

Plenty has been researched and written on the science of persuasion and influence, including the incredibly valuable 6 ethical principles of persuasion from Dr Robert B Cialdini and the succinct 4 styles of influence published by Ashridge Business School.  Even more is available in the psychological literature on personality type and how individual differences and preferences effect how our clients communicate, learn and make judgements (including buying decisions).  The literature from OPP and CPP on the Myers Briggs Type Indicator most easily comes to mind. » Read more: The Power of Persuasion & Personality Type

The Different Types of Interview

August 21st, 2015

The future needs of businesses are changing, therefore taking on a more holistic approach to identifying the right candidate is becoming increasingly popular.  For this reason we have moved away from the traditional competency interview to the Holistic Interview which includes a blend of Competency, Aspirational, High Potential and Motivational questions. » Read more: The Different Types of Interview

A Sit Down With…Dr Amanda Potter, the Founder of Zircon

August 17th, 2015

Amanda is a Chartered Occupational Psychologist, Chartered Scientist and Associate Fellow of the Division of Occupational Psychology, part of the British Psychological Society (BPS) and she formed Zircon Management Consulting in 2000. As part of a 15 years anniversary celebration piece, I asked to sit down with Amanda to find out a bit more about Amanda’s background and how she set up the company. I asked her a number of questions the answers to which I hope you find engaging. » Read more: A Sit Down With…Dr Amanda Potter, the Founder of Zircon

What makes you Unique?

August 12th, 2015

Strengths are a mixture of talents, knowledge and skills which we enjoy doing and perform better when applying them. Using a strengths based approach to assessing is an opportunity to discover the strengths of an employee and understand what excites and energises them at work. Strengths have a direct link to an individual’s motivation and aspirations, it is therefore important to understand what motivates, energises and excites your future employees. » Read more: What makes you Unique?

The Importance of Reliability and Validity

August 10th, 2015

When you think of reliability and validity, you are often tempted to think in the context of a reliable car or a valid argument being discussed. Despite these two words being passed around regularly in day to day life, it is crucial to understanding the technical underpinnings of each term, their utility within the field of Business Psychology, and the usefulness of measuring them for the use of interpreting test scores and psychometric assessments. » Read more: The Importance of Reliability and Validity

Overview of Saville’s Research on Graduate and School Leaver’s Recruitment and Selection Processes

August 7th, 2015

With organisations expanding and the economy growing, there seems to be a rise in the number of graduate and school leaver vacancies. Graduates are desired because of their specialised subject knowledge, ability and the wide variety of skills learned at university. Whilst graduate job openings are set to rise by 11.9% (AGR Winter Survey 2015), some organisations prefer to hire school leavers because they can be trained at entry level positions, developing their skills therefore adding great value to the business. A new paper released by Saville Consulting, explores attracting, elements of on boarding and retention of graduates and school leavers, with some interesting findings from 100 different organisations. » Read more: Overview of Saville’s Research on Graduate and School Leaver’s Recruitment and Selection Processes