In today’s competitive environment, attracting and retaining THE RIGHT staff is essential to ensure the long-term success of your business.  However, such research shows that 66 per cent of a company’s hiring decisions prove to be mistakes within twelve months.  This is due to limitations in traditional recruitment techniques which focus on interviews, reference checking and academic qualifications.

 

Behavioural assessments are a recognised technique used by many multi national firms to enhance the recruitment process and reduce the number of costly, misaligned appointments.  Behavioural assessments can be applied to a range of recruitment, training and performance management decisions to help you gain a better understanding of a person’s true capability.  This increases your chances of hiring the right person for the job and enhancing your individual staff and team performance.

 

Ashton Consulting’s assessment tools are the most accurate tools available today for measuring human potential and predicting job performance.  Whether you are hiring, promoting, reassigning, coaching or counselling, it pays to know more about the person you are interacting with.

 

At Ashton Consulting we specialise in assisting you to make better decisions with your staff selections and developmental requirements.  We can show you how to reduce staff turnover, build effective team cultures and make your coaching more focused and effective.  Ashton Consulting can therefore assist you in reducing your overall human resource expenditure through the use of targeted assessments.

 

All Ashton Consulting psychometric assessment solutions are tailored to the unique needs of our client base and we work in close consultation with our clients to ensure the implementation of the most appropriate assessment solution for the role and organisation. 

 

Ashton Consulting is committed, to the development of internal, client specific benchmarks in order to draw an accurate industry and discipline comparative analyses that offers valid and meaningful information.

 

Ashton Consulting offers people performance solutions across the entire employee lifecycle, as well as addressing key human resource business challenges that apply across an organisation.

 

 

Ashton Consulting uses a wide range of assessment tools as roles vary in their complexity and demands.  Ashton Consulting tailors assessment batteries to reflect the specific competencies required of a role and the prevailing culture of the organisation. 

 

Listed below is an outline of the types of assessment tools used for different roles;

 

Personality: Personality products are designed to measure how people like to work and their behavioural style, rather than their ability.  There are no right or wrong results, but both candidate and assessor can understand more from a personality profile and how personality may affect someone’s suitability for a role.

 

Ability: Ability assessments look specifically at the extent to which a candidate is able to carry out various aspects of a job.  They assess verbal and numerical reasoning for example, at all levels of seniority, from directors and senior managers through to administrative and technical staff.  Ability can also be measured in work simulation exercises and in assessment centre programs.

 

Safety Awareness: Safety awareness assessments are personality based and review an individual's attitude towards safety and their desire to engage in high risk taking behaviour.  Such assessment tools are highly suited to roles and industries where safety awareness and commitment to safe work practices are vital.

 

Motivation & Values: Motivation and Value tools help you to understand what motivates people and what values they think are important.  By using these products Iveco can find out how suitable a candidate is for the job profile and also how well they might fit with the culture of Iveco.  For some organisations the employee ‘fit’ is of critical importance.

 

Interests: Interest tools are designed to identify a person’s preferences for specific types of work-related activity.  They are aimed at people working at managerial level, as well as at graduate level, where they can help with career planning.

 

Competencies:  Competency based assessment tools help to match a person with the right set of competencies.  It is widely recognised that this can lead to superior performance in a job.  The main components are knowledge, skill and experience, aptitude, behavioural style and motivation.  Competencies can be measured in a variety of ways and i-Kapita has a comprehensive portfolio of products in this area.