You’ve been spooked!

After recent reports surrounding MI6 some interesting facts have been released about how they recruit their agents…

The notoriously secretive agency recruits the brightest and best from top universities. But instead of the traditional tap on the shoulder from their Oxbridge tutor, MI6’s new spooks go through a disappointingly mundane recruitment process. Roles are advertised in the paper, candidates are invited to attend an interview and, just like thousands of companies across the country it protects, MI6 asks potential spooks to complete a psychometric test. Read more

Get line managers using psychometrics

A line manager who understands their team builds trust and respect which, in turn, generates better performance. Psychometric assessment opens people like and book and provides strategies to motivate and coach team members.

Reports from a psychometric assessment tool like The McQuaig System give tips on how individuals prefer to work based on their naturals strengths. Nurturing natural strengths (rather than ‘improving’ weaknesses) generates a far higher return on your investment.

HR can support line managers throughout the organisation by highlighting areas specific to line managers needs. Here are a few examples:

• an interview guide gives structure to interviews and provides questions to ask
• a management overview give shortcuts to understanding a new starter
• a self-development report will save a line manager hours of work putting together development plans for staff – and give a better outcome

All the reports above are available as part of The McQuaig System and available to unlimited licence clients at no extra cost. If you already use McQuaig ask your consultant how you can help your line managers discover what’s in it for them.

Are you ‘subjected’ to psychometric tests?

You may have seen the recent FT story about ITV bosses being ‘subjected’ to psychometric tests. The reason they were being assessed? The new chairman called the company a ‘shambles’ when he took over.

The media say people are ‘subjected to’ testing, even though the business case for testing is clear. Thousands of organisations in UK use psychometric testing and their candidates are actually better off. Read more

Four steps to effective succession planning

by Michael Gravelle, CHRP, Managing Director, The McQuaig Institute

Four Steps to Effective Succession Planning – download full article

With the number of employees approaching traditional retirement age increasing dramatically over the next decade, succession planning has found itself on the front burner for many companies.

Succession planning is the process of preparing internal staff to meet the future needs of the organisation. It also helps organisations retain their best people, because they appreciate the organisation’s investment in their development. It is sometimes referred to as succession management to reflect the ongoing nature of the process. Read more

A Journey, not a Course. Evolution, not Revolution.

Leaders evolve over time, they are not born, but they can suddenly appear. Some leaders appear ready-made, but this is as a result of the positive contribution their upbringing and background has made. Leadership ability is not achieved by attending a course, you cannot get a genuine degree in Leadership. Read more

Leadership step 3: Self-Achievement.

Self-Achievement is about taking control of your life and managing yourself to achieve your goals and objectives either on your own or through the willing support of others. A classic definition of a leader is that a leader has “willing” followers. The leader has developed the skills to manage a broad variety of relationship types and the flexibility to adapt to constantly changing demands and circumstances. Read more

Leadership step 2: Self-Knowledge.

Self knowledge builds on the foundation of awareness. It is knowing the impact you have on those around you when you express your normal desires and how to control those actions to achieve the optimal result. So while self awareness involves internal exploration, self knowledge is outward looking and involves learning how to observe, listen and evaluate. Read more

Leadership step 1: Self-Awareness

Understanding who and what you are, what are your natural likes and dislikes are. Understanding your core temperament and how you respond to others is a critical bedrock for the development of Emotional Intelligence. This process requires the use of suitable assessment tools to create objectivity, and feedback from those around you in order to clarify and validate this evolving self-image. Read more

Sifting candidates – free helpsheet

With high unemployment you will see candidate numbers increase. Even if you are only recruiting for a small number of positions, there will be many more candidates than before. There are simple ways to reduce the numbers of suitable candidates for each role.

The CIPD recommends a thorough job analysis and The McQuaig Psychometric System provides this through the Job Survey(R) .

Download a free helpsheet here

Two truths, one lie…

We use a classic icebreaker – tell two truths & one lie about yourself and see if the group can guess which one is the lie. Do you realise you are playing the same game when recruiting new staff?

Hirescores.com conducted some research to find out how many candidates lie on their CV. 69% of 1,277 respondents said they had told untruths to secure a position. Nearly one third admitted it was because they had left their previous employer on bad terms. Read more

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