2. CHALLENGE TWO:
THE HIRING JOURNEY
With unemployment rates remaining low, competition for highly skilled candidates is fierce . The Hiring Journey needs to be an enabler, not a point of failure in the hiring process. It needs to be quick and decisive, but not compromise on selection integrity. It also needs to allow for candidates from more varied sources. Recruitment must be based on competency from the widest candidate pool: MRG uses a unique and methodical combination of third-party assessment tools along with our own MRG Matching Matrix to ensure candidates short-listed are of the right quality and experience for our clients’ opportunities. These tools identify the candidates’ strengths and weaknesses, giving the client a 360 view of who they are potentially employing. We do this by carrying out layers of assessment and in-depth due diligence with a mix of some or all of the below tools, before the candidate and client meet: • The MRG Matching Matrix (internal tool) • Thomas PPA (www.thomas.co) - Candidate Behaviours • TEIQue (Emotional Intelligence) - How Candidates deal with People and Human Issues • High Potential Trait Indicator (HPTI) (www.thomas.co) Personality/Behaviours specifically in the workplace. The benefit of using these tools is that it removes the recruiters’ and employers’ conscious and unconscious biases – as impartiality is important to MRG, as inclusivity is an MRG Core Value. The assessment tools help us analyse each candidate in three key areas:
cheerleaders for the candidate to quickly close a campaign, and as such it is important for us to find the right candidate, not just any candidate. This is what makes us ‘Different by Design’ and practical upholders of our value to be forensic. ASSESSING BEHAVIOURS How does a candidate operate, work and collaborate? This is first evaluated with the Thomas PPA assessment tool. Here the client confirms what they desire from a candidate and the candidate creates a personal profile of their behavioural traits. Unique to MRG we combine this with a newer tool called High Potential Trait Indicator (HPTI). HPTI, unlike Thomas PPA, is focused on work behaviours only, measuring six core functions:
To further ensure the candidate is protected from unconscious bias, all MRG employees undergo training on this subject. To progress within the company you must achieve 100%. Thomas PPA, HPTI and MRG recruiters’ own intuition, combine to give the client a wealth of information before making a hiring decision. Having this insight into a candidate helps for a smoother transition into their prospective team and our clients’ companies. ASSESSING INTELLIGENCE MRG frequently carries out emotional and cognitive intelligence profiling. Thomas International GIA is a cognitive intelligence testing tool. This aptitude test answers questions such as how adaptable a person is to change; can they quickly grasp and cope with the mental demands of the role and is this person a driven high-flier? Overall, this tool gives the client an understanding of the candidates’ mental horsepower.
Recruitment agencies do not typically use and combine this many candidate assessment tools. These tools will be even more important in 2023 in a stressed market. A stressed market for clients means there is no room for bad hires. Matthew Evans, Board Director, MRG
• Competency; • Behaviours; • Intelligence. ASSESSING COMPETENCY
• Conscientiousness; • Adjustment; • Curiosity; • Risk approach; • Ambiguity acceptance; • Competitiveness.
We identify competency as a key attribute of a quality candidate. So rather than checking for years spent in a previous role, we identify the key competencies with the client and then assess the candidate using our MRG Matching Matrix. The MRG Matching Matrix utilises a series of questions to understand whether the clients’ key competencies are present in the candidate. These can be educational competencies or technical skills required for the role. Identifying these competencies with a client is more useful than a traditional job description as it allows us to have an unblinkered view of the clients’ requirements. We use this information to advise clients on the strengths and weaknesses of a candidate, with quantifiable scores. We are acting as advisors to our client – not
We believe strongly in our value to be forensic in terms of candidate selection in order to protect our clients from making poor hiring decisions. A stressed market for clients means there is no room for bad hires. Matthew Evans, Board Director, MRG
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