This is in a nutshell what Mercuri Urval can help you with. Enjoy the slideshow!

1. Mercuri Urval
How our Company can help yours
“ It’s all about people™

2. Our Company
Wherever you need us, we are there
• Founded in 1967 • More than 3.000 clients in all sectors
• Independent. Organically grown • Small, medium and large organisations
• Operating in over 50 countries worldwide • Local, national and global partnerships
• 800 professionals in 75 offices • Over 10.000 assignments every year

3. Our approach
The right people will deliver the right results
“ Achieving tomorrows results is about aligning people with new strategies

4. How can we help?
Securing the right talent, in the right place at the right time
“ We are pioneers in predicting the impact people will have on results

5. What we do
Strengthening you people performance
“ We are a result focused international people consultancy

6. What we do
Service in detail

7. Optional supporting slides

8. Who we do it for
Helping the best be even better
T-Systems

9. ROI Basic Method
Level Measurement Focus
1. Reaction, Measures participant satisfaction and captures planned
Satisfaction, and actions.
Planned Action
2. Learning Measures changes in knowledge, skills, and attitudes.
3. Application Measures changes in the performance setting.
4. Business Impact Measures changes in business impact variables.
5. Return on Compares benefits to the costs.
Investment

10. Corporate Social Responsibility
A mindset as much as a policy

11. Predictive Validity
Method Validity (r)*) Multiple R**)
GMA Tests
(General Mental Ability Tests) .51
Job knowledge tests .48 .58
Interview, structured .51 .63
Interview, unstructured .38 .55
PMI Tests (Integrity tests) .41 .65 Quality of
Assessment centres .37 .53 Mercuri Urval’s
PMI-procedure
Biographical data .35 .52
Job experience .18 .54
Reference check .26 .57
Years of education .10 .52
Interests .10 .52
Graphology .02 .51
Predictive validity for job performance of different measures
(Different Parts of Mercuri Urval Individual Assessments are bold).
Definition:
*) Validity (r) refers to predictive validity of the personnel measure
**) Multiple R refers to the combined predictive validity of GMA tests and the specific personell measure
Source: Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology:
Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.

12. Predictive Validity
Leading Global Client (2008-10)
From 2008 to 2010, we performed 946 selections of people in managerial positions in over
30 countries for our client. In 2008, 509 people were assessed and of the 352 subsequently
recommended by Mercuri Urval, 91% were meeting or exceeding expectations in the yearly
performance appraisal, where both performance and behaviour was evaluated. In 2009-10,
Mercuri Urval assessed 437 and recommended 300 of which 95% met or exceeded the
expectations of their immediate manager.
The research was independently conducted by our client
Empirical Validity Study (2004-2008)
The performance of employed individuals was evaluated after 6-12 months by the employer
on a three-step scale:
1= Not meeting the demands
2= Meeting the demands
3= Exceeding the demands
Not Meeting Meeting Exceeding
Performance 15 227 162
Outcome
Result: from 1350 assessments = 94% meet or exceed expectations

13. 800 people – 75 offices – 50 countries – 3000 clients – 10 000 assignments – 1 million candidates