Our Approach to Candidate Assessment & Analysis
Intelligence – We utilise TEIQue Emotional Intelligence reporting as a tool when dealing with people-oriented appointments. Developing these skills is critical in the workplace, with strong emotional intelligence being linked to high performance. Understanding how candidates manage their own emotions and those of others, and how they may respond to stress or change, is a valuable insight for anyone looking to make a strategic hire.
Candidate assessment and analysis is essential in ensuring that the very highest calibre of candidates are taken forward to interview stage and reduce unconscious bias. MRG’s aim is to make our process based on data and evidence. It’s to assess the whole range of candidates’ abilities, looking beyond the CV and years of prior experience. We make decisions based on three areas of candidate assessment – Behaviours, Intelligence and Competencies/ Experiences.
COMPETENCY
Ideal Candidate
PERSONALITY
INTELLIGENCE
Competency Based Assessment – Using MRG’s bespoke Weighted Selection Matrix drives decisions to be made based on evidence and data, rather than gut feeling and assumption. Each role is broken down into agreed weighted competencies which candidates are assesses against, with supporting evidence given and clear, precise information provided. The Selection Matrix ensures that selection is both robust and auditable and provides the client with a tool to compare and contrast candidate’s skills, measuring those skills not only against the experience criteria, but against the skills and experience of other candidates.
Behaviours – PPA is a personality test which enables employers to evaluate a candidates' character traits in a more in-depth way to determine whether they will be a suitable fit for a role as well as how they prefer to communicate with others.
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