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Have you watched our recent webinar – How To Optimize Your Talent Strategy In 2023?
Alison Walker, Founder at Walker Fairway, Andy Grant, Director at Blue Marble Recruitment, and Dave Crumby, Founder at 360 Talent Solutions tackle the biggest challenges in talent recruitment, development, and retention. Dave covers the biggest challenges the private sector currently face in recruitment, whilst Alison shares how to develop and retain the best talent for the public sector.
If you couldn’t make our recent webinar, here are highlights of Alison Walker sharing how she is helping the public sector to develop and retain their best talent.
Alison brings 30 years of public sector experience, supporting the NHS, central government, and local government with change management, organisational development, and organisational digitisation.
Alison addresses the major skills shortages within the public sector and how the increasing workloads and lack of learning opportunities are pushing individuals and teams to their limits. With the changing demands of leadership, there is a growing need to better measure and assess the soft skills of future roles.
With future roles within the public sector relying more on soft skills Alison discusses how incorporating assessment tools such as behavioural assessments into your learning and development can help to build stronger teams and better leaders, whilst providing the framework for a common language to be used by key stakeholders.
People have drives, which create needs and your behaviour is in response to these needs. So, if you only see behaviour, you are guessing someone’s drives needs. If you measure drives, you can better predict someone’s needs and behaviour.
The PI Behavioral Assessment™ (PI BA) is a science-based framework that maps personality in four motivational drives. The drives and their relation to each other constitute a person’s behavioural pattern and ultimately help you understand the underlying needs and the associated behaviour.
The PI Behavioral Assessment™ (PI BA) is more than a recruitment tool. It will help you to identify candidates who will be motivated and thrive in a given role.
To make the best hire, you need to go beyond the traditional screening metrics and measure more earlier such as:
Candidate assessment tools such as DISC, Hogan, and Predictive Index provide a panoramic insight by measuring what is beneath the surface.
When it comes to predicting future performance, technology is key:
For me, hiring without the use of psychometric assessments is like trying to put together a jigsaw puzzle with pieces missing … and no picture on the box. It’s not fun, it takes longer, and when you are almost finished, you realise you have pieces missing.
Take the assessment today and start measuring more to improve your recruitment.
Dave Crumby
Founder at 360 Talent Solutions
The EU’s General Data Protection Regulation (GDPR) is a comprehensive data protection law that has significant implications for companies worldwide. In In this article, we will explore the ethics and quality behind using assessment tools, as well as the measures Predictive Index takes to comply with GDPR regulations.
As organizations become more competitive, it has become increasingly important for them to hire employees with the right skills and fit for the job. To achieve this, many employers are using psychometric assessments to evaluate potential employees.
If you’ve spent your career in the pharmaceutical industry, you may be wondering whether it’s time to explore a new role in medical technology
We explore the recruitment process at Vertex, a well-known pharmaceutical company that specializes in the development of innovative therapies for patients with serious diseases.
