Using Personality Profiling to get Joint Ventures & Equity Partnerships off the Launch Pad

What do most organisations use personality profiling for? In our experience, ninety percent of the profiling we do is in the recruitment and selection space. At the basic end, employers look for reasons to, or not to, hire a candidate by exploring the potential risks uncovered by personality questionnaires. Our more sophisticated clients take the additional steps of identifying personal …

software skills tests header

Where are successful businesses using Psychometric Testing reports in 2018?

This year, we have seen a dramatic increase in new clients, especially among businesses that last year might have described themselves as ‘start-ups’ & are now best described as rapidly growing successful outfits. As well as using testing & assessment when recruiting new senior staff, the savvy operators of these businesses have also extended the use of testing & assessment …

guide to hiring the perfect professional

Hiring the Perfect Professional. What should you be looking for?

In June 2016, Helen Brand, the CEO of ACCA (Association of Chartered Certified Accountants) launched a report from an international study which identified seven attributes essential to success for accountants and finance professionals. Since then, we have presented a guide to accountants across New Zealand on how to assess whether accounting & finance candidates are likely to possess the attributes …

Managing Counter Offers

Whether you’re a recruitment consultant, in-house recruiter or business owner, the counter-offer scenario will be a familiar exasperation.   After all the hours and effort of a selection process, you’re hard won final stage candidate is offered the job, only to turn it down when offered a pay rise by their current employer, or use the counter-offer as a new …

Working in Partnership to Prepare a Contact Centre Workforce

The past few months have been particularly rewarding for us in taking our long standing partnership with the regional Ministry of Social Development (MSD) office into new grounds of preparing this regions potential workforce for employment in contact centre environments. Drawing on the experiences of introducing contact centres to economically depressed regions in South Wales and the interventions to prepare …

15FQ+

Positive Changes to 15FQ+

Most readers will already be users of our flagship personality questionnaire, 15FQ+, arguably the most comprehensive personality assessment adapted for New Zealand’s unique population and incorporating Belbin Team Roles, Leadership, Subordinate and Influencing Styles into one profile. This month heralds a significant step forward in the availability of the 15FQ+ to online users. Until now, 15FQ has taken two forms; …

interview and candidate abuse

Interview and Candidate Abuse

I first read the terms ‘Candidate Abuse’ and ‘Interview Abuse’, last month on BBC Capital and immediately had to know more.  The article catalogued a series of experiences of US and UK job applicants being put through tortuous and protracted multi-stage selection process, only to come second place, or even be offered a job with an employer they no longer …

Hawke’s Bay’s Top Recruitment Consultancy Re-Branded

We would like to warmly congratulate our colleagues at Pipeline Recruitment on a successful re-branding exercise. Since launching as Riot Recruitment in 2007, they swiftly established themselves as far and away the most credible recruitment professionals in the region, with constant positive feedback from candidates and clients alike, resulting in a deserved reputation as the ‘best in the bay’. When …

Beyond the Appraisal – Nicholas Roi

Nicholas Roi, managing director of SilkRoad explains the importance of joining the dots between an employee’s appraisal and their ongoing development plan. For some, the word appraisal is enough to induce a cold sweat. It may come but once a year, but it has a reputation as one of the most dreaded appointments in an employee’s diary. It’s an unfortunate …

What is holding New Zealand back in Identifying Talent in Staff & Candidates?

Whilst this countries large, and often international, corporate organisations seem to have grasped the value of using multiple-exercise assessment or development centres in the selection of new staff and identifying talent for succession among their existing workforce, the take up rate of this approach in the country as a whole remains painfully slow. The same can be said for or …