Whereas ELCORR previously used Thomas International’s Behaviour assessment occasionally, Natasja and her team now use the assessment for almost all new candidates. "The first screening is based on resume, quickly followed by filling out the assessment. The results of the PPA [Behaviour assessment] are very reliable and give an objective and complete picture of the candidate. In many cases, the HR department, in cooperation with a manager, draws up a preferred profile. This is an ideal profile for the position based on the desired competencies. During the application process, we measure and discuss the candidate’s preferences and styles and test this against the preference. In this way, we can see at an early stage whether someone fits within the team and the organisation." 

Smurfit Kappa ELCORR doesn’t just deploy the PPA during recruitment and selection. When it comes to personal development and team development, the results of this assessment also provide many insights. "If someone has a development need, or a manager wants to investigate the development potential of an employee, we take an assessment. The results give us an objective picture and tools to measure the development potential and support an informed discussion. Learning goals can be drawn up from the PPA results, which the employee and manager can then work with.” 

In addition to assessing individuals, Smurfit Kappa ELCORR also uses the assessment to measure team behaviors. After everyone in the team has completed a PPA assessment, the team reviews the qualities present in the team and those that are missing. "We recently organised a team session for the Sales team, in which we expressly did not look at team performance, but rather at the team members’ talents and development. We asked questions such as 'who are you as a team member?', 'how do you get other people on board with your story?' and 'how do you mirror yourself to customers?'. The result positive team building in which the focus was not on performance, but on the individual, the team and on development. To achieve results, both individuals and the team are needed. Therefore, we don’t only focus on objectives and tasks, but also on people.  Colleagues now understand each other much better, because they have knowledge of the behavioural preferences of others. This benefits collaboration." 

To further develop colleagues, Smurfit Kappa ELCORR uses Thomas International's assessment that measures learning ability, the Aptitude assessment (GIA). "We believe that you shouldn't make the decision to advance someone based solely on past performance. Instead, look at the learning capacity, what they still have to offer and what flexibility they show relative to taking the next step. This assessment provides insight into how someone can develop through training. We also use it to identify potential leaders who can initiate change", Natasja explains.