The first step to closing the gap in recruitment was to get the senior leaders on board with Thomas tools. Once Mark had the support of the senior team, he got the “keys to the kingdom to do what [he] does to help build a great team of employees for the company”. The solution to the recruitment gap was to implement the Personal Profile Analysis (PPA) and the General Intelligence Assessment (GIA). The PPA, which is a work-based behavioural assessment, provides an accurate insight into how people behave at work, answering questions such as: what are their strengths and limitations? How do they communicate? Are they self-starters? What motivates them? The GIA which is a cognitive ability test can identify those who can think on their feet, and the people better suited to methodical problem solving. These two assessments combined with the job function, led Mark to create the best recipe to hire the right candidates.
The key role started with building a Job profile that fit a) the desired behaviours in the role and b) the complexity of the tasks required. Mark worked with the hiring manager and used the job description to guide the discussion. They collaborated and built the ideal Job profile, using the “Job Create” tool on the Thomas HUB system. This helps determine what type of behaviours are drivers of success in a role. The ideal candidate needed to be accurate, carful, logical (etc.) as well as have high cognitive processing, specifically in Spatial Visualisation, which is all about the manipulation of objects in one’s head. Crucial for an engineer! With job profiles in place, the recruitment drive began. The candidates who met the threshold criteria took the PPA and GIA. Those who had close matches to the job profile came for interview; Mark knew the candidates who were the best fit for the job profile were more likely to excel in the role, enjoy the work and stay longer.