It’s said that a company’s greatest asset is its people. But if you don’t have the right people, the real potential of the business is not unleashed.
Chandler Macleod was built on psychometric assessment of employees and candidates to ensure we source, assess and develop the best possible people for the role, organisation and environment. Our BestFit™ formula has not only stood the test of time, but is even more applicable in today’s complex workplace.
A PROVEN APPROACH IN A COMPETITIVE MARKET
Whether your organisation is experiencing ongoing demand for talent or preparing for the economic upswing, one thing is certain – global competition for valuable skills is only going to intensify.
In a competitive, skills-short market, we know it is critical to make the right people selection decisions quickly. So we recognise the temptation to skip psychometric assessment, in order to speed up the recruitment process.
However, the most successful organisations and recruiters know that they need to delve increasingly deeper in order to understand an individual’s fit for the role and the environment in which they will ultimately work. Utilising the standard approach of resume + interview + reference check simply doesn’t provide enough accurate information to guarantee a successful hire, or the retention of high performers.
HOW BESTFIT™ WORKS
Our objective is to find the candidate who is the ‘BestFit’ for the position and the organisation; thereby increasing not only the performance level in that position, but also the average level of performance across the organisation. This effectively maximises engagement and productivity while decreasing costs associated with turnover and poor performance.
Our proven BestFit™ model follows this formula: B=fn(P.E). This means that a person’s behaviour is a function of their personality and the environment.
Our aim is to ensure that a candidate is ideal, not just for the position, but also for your organisational culture, management style and team environment.
As part of every BestFit™ assignment, we undertake a complete Job Evaluation, which includes analysis of the organisation, the role, and the person. We produce a Job Survey Report that clearly defines the role and the organisational context, identifies the required outcomes and Core Competencies, and defines the Key Selection Criteria.
We then design a tailored recruitment process that will identify candidates who match your performance blueprint. You will meet only those candidates with the right knowledge, skills, motivators, style and abilities.
BestFit™ recruitment includes an objective assessment of whether a person possesses each of the following:
- The necessary skills, abilities and experience to perform the job to the required standard
- The right level of motivation to do the job
- The personality type to fit within the broader culture of the organisation
In utilising the science of recruitment, our BestFit™ model finds the most appropriate match between our candidates and our clients by assessing not only skills and knowledge, but also motivators, style and behaviour. The process is delivered through a combination of competency analysis, behavioural interview techniques and our proven web-enabled psychological assessment methodology. This allows us to understand the candidates in detail before we refer them for a particular job.
Importantly, it is cost-effective and time-efficient, so that the right person for the right role is identified both accurately and quickly.
A SCIENTIFIC APPROACH AT EVERY LEVEL
Chandler Macleod consultants use behavioural, competency-based interviews to assess candidates’ suitability against pre-defined competencies. This style of interview is highly effective in assessing against specific competencies as identified as critical to the role by the client. Competencies are also assessed at resume, telephone screen and reference check stages.
Recognising that different roles within client organisations carry varying levels of strategic importance, Chandler Macleod offers a flexible approach to accommodate differing job categories – without compromising rigour. Chandler Macleod is unique in being able to screen and recruit against desired attitudes as well as competencies.
IDENTIFYING THE BEST OF THE BEST
What could your business achieve if you could identify and recruit only the top third of performers?
Measures of human performance tend to conform to a three tier distribution, where the top third of candidates represent high average to superior performance. The aim of the BestFit™ methodology is to identify and hire only ‘top third’ performers.
This means that we don’t just deliver BestFit™ – we instil it.