Dr Amanda Potter of Zircon, recently presented the findings of the extensive research into FTSE100/Fortune500 organisations which reveals that talent management strategies are not being well enough communicated throughout larger organisations and that competencies alone are no longer enough to make effective hiring, succession planning and development decisions. » Read more: Dr. Amanda Potter at the Learning & Skills Conference
After completing my degree in Psychology with Sport Science at University of Exeter, I set myself the challenge of securing an internship or work experience with practicing Psychologists to support my Occupational Psychology Masters applications for September 2013. I decided to research as many companies as possible, making contact to each, specifying my ambition to become an Occupational Psychologist and my interest in the unique service they offer. » Read more: My Occupational Psychology Work Experience with Zircon
Within Zircon, Dr Amanda Potter and her team of Occupational Psychologists are finding that more and more organisations are looking to adopt a values or strengths-based recruitment process. We are often asked, “How can we assess Cultural Fit?” and “Does adopting a strengths-based or values-based approach to selection mean we have to lose our competency framework?” » Read more: Are Competencies Dead? A Case for Values, Capabilities
Within Zircon, we have a keen interest on whether or not competency or capability assessment is enough, or should we also look at how organisations can assess and develop strengths at work? A recent blog posted by Capp (http://blog.cappeu.com/) has raised the concern that due to the nature of competency-based interviewing for graduate roles, many talented and capable graduates may struggle to gain jobs. The heart of the issue is that graduates frequently face a “chicken and egg” conundrum, whereby experience is necessary to gain a job, yet a job is necessary to gain experience. » Read more: Are Competency Interviews valid for Graduate Assessment?
If you unable to attend the conference on the 30th January 2013, Dr Amanda Potter will also reveal her research on talent management strategies on 24th April 2013. The research suggests that competencies are no longer enough to make effective hiring, planning and development decisions. » Read more: HRD Conference 2013: Are Competencies Dead? The Case for Capabilities, Strengths & Values
At Zircon we believe in supporting our clients with sound advice based on psychological knowledge on how to develop and grow leaders from within the organisation rather than being bought externally. By informing organisations of the unique requirements that different leadership roles need to have, organisations can apply these to their environment and consequently have an edge over their competitors. » Read more: The Leadership Pipeline: Seven Key Transitional Steps from Employee to CEO
On the 11th January 2013 at the DOP Conference at the Crowne Plaza in Chester, Dr Amanda Potter will be giving a talk on research surrounding Talent Management and the key findings from our 2012 research.
The talk will present detailed findings of the research and the implications for those involved in talent assessment/talent management/talent development. » Read more: DOP Conference – The Future of Talent Management
As stated yesterday in the ‘Independent’ the largest single study into human cognition found that the notion that intelligence can be measured by IQ tests alone is a ‘fallacy’. The research by Highfield and Owen suggests that IQ tests fail to take into account the complex nature of human intellect and its different components. » Read more: Are IQ tests ‘fundamentally flawed’?
In this current climate Zircon are being asked by our clients “How do you turnaround an organisation to create business success?” According to Kanter, a professor of Business Administration at Harvard Business School the critical elements are smart financial and strategic decision making. However they’re useless if the leaders are not able to restore people’s confidence in themselves and each other. » Read more: How do you turnaround an organisation to create business success?
At the conclusion of my Msc, I felt relieved that I had managed to survive the course, proud of all that I had accomplished and excited for the future ahead of me. I prepared myself for my graduation and relished the day of ceremony. Shortly after this experience I realised there was a whole new challenge that I needed to face: finding a job in the real world. After researching consultancies, and speaking to established Occupational Psychologists that I had met along the way, I was given Amanda’s name by Alan Redman who had kindly agreed to take the time to discuss career paths with me. I called Amanda the very next day to find out more. Over the phone Amanda was encouraging and informative, giving me information about life in Occupational Psychology. She explained the fact that businesses had changed and hence the ways that Occupational Psychologists worked had needed to adapt to fluctuating demands. » Read more: My Zircon Internship
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