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ME+ assessment and selection

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ME+ assessment and selection

  1. 1. Click to edit Master text styles July 2016
  2. 2. Assessing and selecting for success: where ambition meets opportunity We see the purpose of any interview or selection process to match the passions, interests, strengths and ambitions of individuals to opportunities in organisations. It is also a significant career moment for any individual. We see the purpose of any interview or selection process to match the passions, interests, strengths and ambitions of individuals to opportunities in organisations. It is also a significant career moment for any individual. Whilst people today have increasingly flexible, fluid and varied jobs or assignments throughout their career, a job move is a key decision point, committing to significant future time and effort needed to deliver the outcomes successfully. Ambitious people are now better equipped to self-manage their career, but their motivations may change throughout: what a fresh graduate thinks about their work and career can be significantly different to someone mid- career or in their 'final sprint'. So, to be successful, this matching process needs a human-centred approach, and if done well will significantly accelerate the time to optimal productivity and delivery of the desired outcomes.
  3. 3. What does a human-centred approach look like? Our approach involves getting under the skin of candidates who express an interest in the role, understanding what's driving them and why they are interested in the role. Something has inspired them to progress this far into the process, what is it? Start with writing down your opening sentence and think about what might get people’s attention. Don’t write the story verbatim; just have headings that illustrate your key points, your memory will fill in the blanks and you will be more natural. For maximum impact, think about your tone of voice and how you stand or sit so that you can convey emotion. Explore their strengths and their personal purpose and values. This requires a high level of self- awareness from individual, forces a deep level of reflection and highlights strong emotional intelligence.
  4. 4. What does a human-centred approach look like? With this sense of who they are and why they want to do the work the job entails we look for their ability to articulate what success looks like: a clear ambition and the steps involved in achieving it. This is challenging for many so to prepare for any interview or selection process we suggest people complete our ME+ Checkpoint to prepare themselves. [download]. Start with writing down your opening sentence and think about what might get people’s attention. Don’t write the story verbatim; just have headings that illustrate your key points, your memory will fill in the blanks and you will be more natural. For maximum impact, think about your tone of voice and how you stand or sit so that you can convey emotion. Scan QR code for link to download page
  5. 5. What does a human-centred approach look like? In the interview or selection itself, the goal is to match this ambition to the opportunity in the organisation. To many recruiting managers, the requirements of the job are key, but we again encourage them to put the candidate in the centre of their thinking. Sharing the nature of the challenge, the desired outcomes, and the purpose and values of the organisation all set the context for success. The discussion can then explore the motivation of the candidate and how these challenges might align with their ambition. Start with writing down your opening sentence and think about what might get people’s attention. Don’t write the story verbatim; just have headings that illustrate your key points, your memory will fill in the blanks and you will be more natural. For maximum impact, think about your tone of voice and how you stand or sit so that you can convey emotion.  How would they approach the challenge?  What would success look like in their eyes?  Having the technical competence to do the job is important, so how would they use their strengths to achieve success?  What gives them the confidence that they will successfully achieve the outcomes needed?  What is the evidence that they've overcome significant challenges before and have the grit and willpower to succeed?  What support do they need and from who? Source: Telos Partners
  6. 6. What does a human-centred approach look like? To many recruiting managers our approach to selection may feel like ceding control when they just want someone who's technically competent to do the job. What is often overlooked (and sometimes misunderstood) is that how people behave and approach the job is the major differentiator between excellent and average performance. So, we encourage a human-centred approach that puts the candidate in control will build a refreshingly different psychological contract and builds motivation, focus and energy to tackle the challenge in hand. Start with writing down your opening sentence and think about what might get people’s attention. Don’t write the story verbatim; just have headings that illustrate your key points, your memory will fill in the blanks and you will be more natural. For maximum impact, think about your tone of voice and how you stand or sit so that you can convey emotion. Source: Flow, Mihaly Csikszentmihalyi

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