Human Core 1.1

T: 0845 052 7575 E: info@humancore.co.uk W: www.humancore.co.uk
Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Us
What’s different?
Case study
Models
Human Core
A measured, scientific and refreshing approach
to Recruitment & Selection

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Part 1: Us
"We struggled to find the
right people for roles in
our business. The nature
of our business means
that the right candidates
are few and far between.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
"We are now able to
meet our growth plans
and have the ability to
find the right candidates
so that our business can
grow as required.”
About Human Core
• Organisation formed from:
– HR Consultancy
– Assessment and development
– Career development consultancy
– Recruitment systems development
– Clients include:

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Our objective
• Provide your company with a competitive market
advantage in the attraction and selection of key
roles.
– For the first time, empirically research top performer
differentiators in an identified job type.
– Create a unique and practical model.
– Design and enact an emotionally appealing attraction
platform against the model.
– Define a highly measured and valid selection process
against the model.
– Ensure a candidate journey that motivates towards our
client, and identifies and selects candidates who will
become ‘natural’ top performers.
– Target year one - 5 to 10 times ROI.
Fact
The average selection
interview in the UK has
less than 0.3 validity

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
What makes us different?
• All aspects from job definition, attraction,
recruitment web design, through to assessment
and structured interview design.
• Top performer analysis and replication.
• Strong ROI focus.
• Use of professionals throughout the process –
Occupational Psychologists, designers,
attraction specialists, and so on.
• Expertise and unique tools for candidate cultural
alignment.
• Very different fee structure.
Fact
75% of those hiring will
check the candidates
social profiles

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
What makes us different?
• Strong emphasis on branded candidate
journey and candidate ‘touch-point’
management.
• Highly measured throughout with up to 8
measurements against needs and culture
throughout the candidate journey.
• Heavy emphasis on researching the right
‘types’ of candidate.
• We come from a HR and line perspective
rather than a ‘recruiter’ perspective.
“The [client] advert in IET
grabbed my attention
after only the first line.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Our approach compared to a
typical recruitment agency?
“I would have no
hesitation in
recommending
[consultant] to provide
consultancy services on
any aspect of Selection
and Recruitment.”
Human Core R&S Standard Approach Typical Agency R&S
Approach
Top performer culture, traits and competence scientifically researched
Model profile created with full competency definitions and descriptors
against top performer criteria
Person specification created or
existing one used
Recruitment and selection journey designed to appeal to and socialise
candidates to the client and the role. Multiple measurement points –
up to 8 measures against top performer profile
Targeted advertising based on traits, emotional appeal and cultural
match to researched media points to attract passive candidates as well
as those actively seeking employment
CV from database or through low-
cost job board credits
CV manually measured and scored against scales based on
competency and trait requirements
Key word search on CVs or
between 10 and 30 second
manual screening at best
Tailored replies and telephone updates throughout the candidate
journey following CV screening. Available for questions
Limited communication or
software automated replies
Cultural match questionnaire against current top performers
Structured, measured and scored telephone interview using questions
designed against top performer key traits
Semi-structured conversation. No
numeric measurement

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Our approach compared to a
typical recruitment agency?
Human Core R&S Standard Approach Cont. Typical Agency R&S
Approach
Job sample-based assessment centre – assessed against actual job tasks
so candidate can see what the job is like and strictly measured (multiple
scales) to understand candidate strengths and limitations against
defined traits and competencies for the role across multiple scales
Complete evidence-based file containing 5-8 measures and scores plus
candidate strengths, weaknesses. All scores against model profile
including further questions to ask at final interview
Send CVs to potential employer
and talk through candidates
Final interview questions and measurement scales designed for client –
part or whole interview
Outcome Outcome
Higher quality and quantity of candidates; greater desire from candidate
to join client; shorter training period (up to 50%); higher performers
once in situ; higher recruitment ROI from several dimension
calculations; better retention due to cultural match; higher financial
return per employee; typically lower cost per head employed than
typical agency approach
Lower number, lower quality
and candidate view of the
business as they would any
other business. Mixed levels of
performance
Fact
93% of companies use
LinkedIn to recruit.
However, most miss the
fact that the advert itself
will only account for 30-
40% of total candidates

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Part 2: Case Study – Top-end
Engineers and Scientists as
Forensic Investigators
"We struggled to find the
right people for roles in
our business. The nature
of our business means
that the right candidates
are few and far between.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
The issue
About assessment
“Process is the best I
have seen recently.
Makes a change to do
real exercises.”
Moreover:
• The client was rightly not willing to sacrifice their existing high
quality of staff
• The client had tried partial approaches through agency third-
party suppliers, but with very limited success.
• Recruitment & selection was just taking too much of senior
staff time.
• The business was unable to expand as it wished.

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
ResearchOur Occupational Psychologists
designed and applied various
structured questioning,
investigation and inventory
approaches with existing Forensic
Investigators to understand the
differences between top
performers and others. There
were significant differentiators in
their ‘ways of working’ or cultural
style. Traditional engineer/
scientist competencies and traits
would be less successful in this
environment.
About assessment centre
“Certainly makes you
think on your feet. A good
initial experience of
carrying out this type of
[work].”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Our research found that culturally,
the right candidates are…
• Assertive
• Authoritative
• Go-getting
• Curious
• Self-starting
• Headstrong
• Resolute
• Autonomous
• Opinionated
• Creative
They also have a very distinctive set of
competencies. They were very different to the
typical engineer and scientist.
About assessment centre
“Very interesting. Made
me think hard and
tangentially to my usual
processes.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Main issues
• Forensic Investigation is just not on the engineer/scientist
career radar.
• Competing head-to-head with very large players and their
extensive branding and recruitment budgets in a high
demand market.
• Recruitment agencies (and some media points) favouring
large players due to recurring income.
• A very ‘rounded’ set of skills, experiences and knowledge
required. Not the traditional engineer/scientist.
• Siemens, ALSTOM, EON, EDF, Rolls Royce…, or an less-known
niche business? Which looks better on the CV and holds
more social capital?
• If this is the case, then…
Fact
76% of CV’s are ignored if
the email address is
unprofessional

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Our alternative approach
• Educative approach to candidates about Forensic investigation.
• Direct emotional appeal to the traits of the desired candidates.
• An adult-to-adult relationship. Give as much as we take.
• Soften and make it human. Lots of personal contact rather than
standardised system-generated emails.
• In the case of the required Forensic Investigator ‘types’:
– Make it a challenging process.
– Make it a ‘real to work’ process – socialise throughout.
– ‘Flirt’ with the media points and give them something for nothing.
– Hit the candidate market from several directions.
– Play outside the pond – passive as well as active candidates.
– Be human – prompt communications, human contact, honest with no throw-away
marketing or sales lines.
– Be scientific – rid the candidate of typical generic feelings that it is a subjective
process.

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Candidate journey
• To create a candidate journey that
reflected their culture throughout.
• Advertise using images and text with
direct emotional appeal to the ‘right’
types of candidates, and then to
continue with multiple ‘human’ touch-
points reflecting the culture.
• Introduce multiple measurement points
against the top performer criteria.
• Use exercises that simulated the actual
work experience.
• Begin to socialise candidates into the
business - not just another application.
• If they are rejected after assessment,
provide a free career manual to help
them move forward.
“The advert caught my
attention as it is an
exciting application of my
materials science
background and appeals
to my problem solving
and tenacious nature”.

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
“I found it most refreshing
to read a job description
that satisfies my
combination of good
communication skills and
an analytical mind.”
• Target to attract passive as well as active candidates from
across a number of non-traditional as well as traditional
disciplines.
• Text carefully designed to educate and then emotionally
appeal in order to drive the right candidates to apply. A more
scientific approach to advertising.
• Adverts were designed to directly reflect the organisational
culture based on the psychological contract of the client
organisation, as well as to appeal to those that match the
top performer profiles. The full recruitment and selection
process was created with 8 key measurement points against
the top performer criteria.
Advertising

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Multiple and transparent
measurement
• CV hand scored against fixed criteria
• Candidate cultural preferences measured against
client culture
• Telephone scored interview
• 2 work samples and appropriate psychometrics at
assessment – heavy multiple metrics
• Scored final interview (with metrics) and practical
‘test’

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
The result
• Over 500 CV’s manually scored against top performer criteria.
500 in what is thought to be a tight market.
• 67 candidates culturally tested on-line, and subsequently
methodically scored against criteria through
telephone interviews.
• 34 candidates advanced to assessment centre with 3 multiple-
scale measurements.
• 19 candidates through to final interview for 6 vacancies
throughout the UK. All interviewed against scaled measures.
• 6 taken on and evidenced as high quality and with natural fit
with ‘investigation’ and with the clients ways of working.
• On a later campaign for the same client, for 5 vacancies they
hired 7 engineers and scientists. The high quality was too good
an opportunity to miss.
“I'd just like to say that
whatever the outcome,
the assessment day was
by far the most useful
course/assessment I have
ever attended in
furthering my career.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
What candidates said
From advert:
• “[Client] seems like a breath of fresh air in the
investigative sector in terms of work culture,
methods and technology.”
• “I was very interested in your advertisement in the
June issue of 'Materials World'. Had I been twenty
years younger this e:mail would have contained a
full application and CV as you have made the
opportunity sound so attractive.”
• “The Job specification especially ‘about the job’ and
the advert as such inspired me to apply for this job.”
• “The advert caught my attention as it is an exciting
application of my science background and appeals
to my problem solving and tenacious nature.”
Following assessment
“All in all a very valuable
experience for me and
something I have learnt a
lot from.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
What candidates said
Following assessment
“Revealing and
challenging to way of
thinking.”
From assessment centre:
• “I'd just like to say that whatever the outcome,
the assessment day was by far the most useful
course/assessment I have ever attended in
furthering my career. I learnt a great deal and
feel it will help my career irrespective - in fact, I
think people looking for work would pay good
money for it....”
• “Revealing and challenging to way of thinking.”
• “Process is the best I have seen recently. Makes a
change to do real exercises.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
ROI
• We have calculated this and it comes to a good six-figure sum
based on:
– The differences in annual value of a top v mid-performer (£38K per
annum per starter times 5 new starters = £190K per annum).
– The differences in value through shortened training period (9 months
average instead of 18 months average. 9 month additional income
including commercial learning curve is approximately £43K per new
starter = £215K as one-off additional income).
• Enabling the business to move forward and grow without
sacrificing their high quality ethos. The value here is
immeasurable.“Had I been twenty years
younger this email would
have contained a full
application and CV as you
have made the
opportunity sound so
attractive.”

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Part 3: Models
Fact
Total for US talent
acquisition in 2011 was
$124 billion

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Fact
The average selection
interview in the UK has
less than 0.3 validity

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Fact
A full assessment centre
can achieve a 0.7 validity

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Fact
Agencies in the UK charge
on average 21% of first
year on-cost as a
placement fee

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
Our consultancy model
• No finders fees – that would make us work for
ourselves rather than being client-centric
• Straight day rate - £895
• Further reduction for assessment centres with 2
assessors for a total of £1,295 per day
• All itemised and transparent (see accompanying
document)
• All recruiter incentives from advertising media go to
client
• When in ‘normal’ campaign mode, our rates are
significantly more economic than those of agencies. In
addition, the client gets far more for their money!Fact
88% candidate rejection
rate if there is a
photograph on the CV

Scientifically-led
Highly measured
approach
Engineers &
technical staff
Scales based on top
performer data
What we are looking to do:
phase 1 only
• Take a business critical role.
• Model top performers v ‘others’.
• Devise a trait and competence map.
If approved, then phase 2:
• Create a full recruitment & selection
process based on the researched trait and
competency map.

Human Core 1.1

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