Case studies

Design & Delivery of Selection Processes for New Team Builds 

Background

We were commissioned to design robust selection processes for two new teams of Key Account Managers for two separate multinational pharmaceutical companies.  These job roles were critical to the successful entry of one company into a new therapy area, and the other to further develop its presence in an existing therapy area.   

Key client priorities were that the processes were robust, elicited positive experiences for candidates, and were delivered in a timely manner given the imminent product launches.  

Intervention

Our team of business psychologists ensured exercises were grounded in the realities of selling in this therapy area within the evolving NHS, working closely with subject matter experts to develop the content of the scenarios and for one of the project's pre-screening methods.  We also took a lead role in ensuring all assessments focused on critical competencies aligned to the organisation’s own competency framework, and facilitating the standardisation of the actual assessment process during the centre (assessor training and quality assurance).  Our role also included the interpretation of relevant psychometric testing results, conducing actual assessment alongside line managers, chairing the assessor conference, preparing feedback reports and delivering oral feedback to all participants.

Outcome

These processes were delivered on time to exacting quality standards and received positive feedback from the client (e.g. efficiency of process, content of exercise, quality of candidate and efficiency of process) and candidates (e.g. positive impression of company, high quality of feedback post-centre). 

 

Supporting Organisational Restructuring Programme

Background

One of our clients recently went through a large reorganisation of its sales force and sought our support in developing the behavioural criteria needed to execute the company’s new strategy. 

Intervention

We used job analysis methods to elicit what behaviours were needed to take the business forward given the set company strategy and then benchmarked this list of requirements against the existing sales competency framework and made necessary changes.  This revised framework then formed part of the company’s internal benchmarking exercise. We also took a leading role in conducting a training needs analysis from the relevant assessments of the existing team against the new competency requirements to help prioritise the use of training/development budgets post reorganisation.   

Outcome

Revised sales framework adopted and not only informed benchmarking exercise but now influencing other European affiliates on their on-going selection and development processes.

Outputs of process have guided training plan for year ahead.

 

Psychometrics for Selection

Background

Various clients across different business sectors have sought our support with psychometric testing within their selection process.

Intervention

We provide ability, personality and situational judgement testing from leading psychometric developers. Recent examples of projects include roles as diverse as machine operators, business improvement engineers, planners, health and safety professionals, IT technicians, management accountants and HR managers.  We only use evidence based instruments and use our expertise in the alignment of the instrument to the role and company in question, as well as in the interpretation of the profile against job relevant competencies. We create bespoke reports which review behavioural preferences against specific role competencies and offer additional guidance to clients on areas that require further probing at interview.

Outcome

We get regular positive feedback from clients on the value these reports add to their selection process by providing an additional layer of insight to guide the choice between candidates. Many of our clients come to us again and again for our support during selection. 

 

Psychometrics for team development

Background

The UK’s largest provider of technical professional and construction services wanted to raise Health and Safety awareness on site and examine the varying attitudes and risk types within their staff. They came to McAdam King Business Psychology looking for an assessment to give insight as to why people behave as they do on a dangerous work site.

Intervention

We used a psychometric assessment from Psychological Consulting Limited called the ‘Risk Type Compass’ to assess individuals risk types and their level of comfort in taking risks in a range of domains such as Finance and Health and Safety. 32 project, site and construction managers completed the assessment online in their own time and then booked a 45 minute, 1:1 meeting with a psychologist to discuss the results. The findings were collated into individual, job type and whole site results and presented to board members alongside comments and trends gathered from the interviews.

Outcome

Individuals have increased self-awareness of how their risk type could influence their behavior at work and have taken points from the Risk Type Compass report forward to their Personal Development Plans to address any issues.

Senior managers and board members now have a deeper understanding of the risk types on site and how the positives and negatives associated with them impact on day to day and long term work. Steps were put in place based on the results to encourage more discussion of risk types and to restructure teams to get the best from them. 

 

Development Centres

Background

We recently worked alongside Enquest, a large oil and gas development and production company, to design and deliver development centres for a group of over 20 staff identified as high potential within the business.

Intervention

We worked in partnership with HR to design a process utilising psychometric tests – ability and personality assessment – and two further exercises – a group exercise, and analysis and presentation exercise. We facilitated three development centres, where time was built in for participants to reflect on their performance after each exercise. After each centre, we provided full and detailed development reports for each participant, also integrating 360 degree feedback which had previously been completed internally. A summary report was created to bring together the results, and highlight overall areas of strength or collective development needs.

Outcome

Feedback gathered from the development centre participants indicated that they were extremely positive about the experience, and benefitted from the opportunity to self reflect. Our client felt that the model of the centre worked well, and they are considering potentially rolling out the process in the future for different groups of staff.

 

360 Feedback

Background

We recently worked on a 360 degree feedback project with KCA Deutag, one of the world’s leading drilling and engineering contractors, to support their internal development activity.

Intervention

On receiving the request from the client, we advised on the most effective instruments and the correct way in which they should be used. We gathered information on the various raters for each of the participants and set each of them up to complete an online questionnaire, as well as issuing instructions to the participants and following up on test completion. Once all feedback had been provided and collated, feedback sessions were arranged with each participant., with follow up emails highlighting key development points.

Outcome

The feedback sessions allowed participants to reflect on areas of strength and also areas where development would be beneficial. Participants were supported and coached to turn the feedback into specific development action points for inclusion on their personal development plans.

 

Team Development

Background

In another project with KCA Deutag, one of the world’s leading drilling and engineering contractors, we received a request to help with an internal team development issue. The aim was to improve team dynamics and working relationships.

Intervention

The client requested that each individual completed the Myers Briggs Type Indicator (MBTI) which is a widely known self-report questionnaire used to describe valuable differences between individuals. This tool assigns one of 16 possible personality ‘types’ to each individual, thus providing useful information on how each type can best be appreciated and understood.

Outcome

A team report was developed to highlight possible strengths, limitations and areas of potential conflict within the team. This will provide a starting point for the team to consider ways to work and communicate to enhance their working relationships. A team building session involving the whole team is planned and will build on the points raised by the MBTI.