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Professional SkillsAssessment in Recruitment
Gary Fay - Associate Director Hudson ITKevin Tibbs – Director Assess Management Ltd              (validateskills.com)
Gary to enter slides on theclient discussion leading up to       the code analysis       went to market 4 times           ...
•   IT professional capability comes from a                                             combination of professional skills...
Hudson Assessment Today  ???TechCheck                       CV                             Evaluation Hudson5+1 Model
The process and activitiesthat contribute to themanagement of skills andcapability can be presentedas a cycle.The cycle sh...
D7 Live Services Delivery        Manager  SFIA Assessment case study
Purpose of AssignmentThe objectives of this assignment were to:1. Determine the critical professional skills associated wi...
Approach   Candidate Documentation                 9
FCO D7 Live Services Delivery Manager                   Determining Level and Critical SFIA Skills                        ...
Purpose of AssignmentThe objectives of this assignment were to:1. Determine the critical professional skills associated wi...
FCO D7 Live Services Delivery ManagerDetermining Level and Critical SFIA Skills                                           ...
1                          Best used with                2                      33 easy Log–in steps
Operating Level of Responsibility• The analysis of the candidate documentation       Candidate Level of Responsibility ind...
Weighted skills                                                 Weighted core SFIA skills• In considering the candidates r...
Candidate resultsWith the appropriate weighting and level       Weighted candidate resultsadjustments applied (giving weig...
Final candidate recommendation• The candidates demonstrating the closest fit to the                                       ...
Finishing slide                                                     21                  Presentation to insert name here
Hudson it validateskills joint ppt march 7th conf v2
Hudson it validateskills joint ppt march 7th conf v2
Hudson it validateskills joint ppt march 7th conf v2
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SFIA Assessments used for screening with a large government agency.

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Hudson it validateskills joint ppt march 7th conf v2

  1. 1. Professional SkillsAssessment in Recruitment
  2. 2. Gary Fay - Associate Director Hudson ITKevin Tibbs – Director Assess Management Ltd (validateskills.com)
  3. 3. Gary to enter slides on theclient discussion leading up to the code analysis went to market 4 times JD planningPilot acceptance because of SFIA
  4. 4. • IT professional capability comes from a combination of professional skills, behavioural skills and knowledge. Experience and qualifications validate that overall capability. • Professional skills. Business process improvement and Database design are just two examples of almost 100 fundamental professional IT skills defined by SFIA. • Behavioural skills. Most organisations recognise a set of behavioural skills. These vary considerably from one organisation to another. • Knowledge. Technologies, products, internal IT recruitment broadly tends to focus systems, services, processes, methods and on understanding candidates even legislation are all examples of areas behavioural skills, knowledge, where IT professionals are required to have experience and qualifications. knowledge. • Experience and qualifications. These SFIA can be used to extend this to validate the individual’s capability. include an assessment of candidates Qualifications certify elements of skill or professional IT skills (sometimes knowledge; experience gives practicalreferred to as professional competence demonstration of capability. The right sort of or tacit knowledge). experience also acts as a powerful force for learning, thereby enhancing capability.
  5. 5. Hudson Assessment Today ???TechCheck CV Evaluation Hudson5+1 Model
  6. 6. The process and activitiesthat contribute to themanagement of skills andcapability can be presentedas a cycle.The cycle shows thesephases: recruit, deploy,assess, analyse, develop,reward and overall resourcemanagement.
  7. 7. D7 Live Services Delivery Manager SFIA Assessment case study
  8. 8. Purpose of AssignmentThe objectives of this assignment were to:1. Determine the critical professional skills associated with the D7 Live Services Delivery Manager role using the Skills Framework for the Information Age.2. Enhance the selection data gathered from interview, behavioural and technical assessments with an objective assessment of candidates professional competencies against the criteria established.3. Provide feedback as to which candidates demonstrated the highest level of relevant professional competence for the role. 8
  9. 9. Approach Candidate Documentation 9
  10. 10. FCO D7 Live Services Delivery Manager Determining Level and Critical SFIA Skills SFIA Skill Description Overall Level of Level 6 – Initiate/Influence Responsibility SLMO-6 The planning, implementation, control, review and audit Service Level of service provision, to meet customer business Management requirements. This includes negotiation, implementation and monitoring of service level agreements, and the on- going management of operational facilities to provide the agreed levels of service, seeking continually and proactively to improve service delivery. SEAC-6 The achievement of formal confirmation that acceptanceApplication Form Service criteria have been met, and that the service provider is Acceptance ready to operate the new service when it has been deployed. (Acceptance criteria are used to ensure that a service meets the defined requirements, including functionality, operational support and quality requirements). RLMT-6 During the design, management and implementation of Stakeholder business change and throughout the service lifecycle,Candidate Brief Relationship the analysis and coordination of relationships with and Management between stakeholders, taking account of the services they use. RELM-6 The management of the processes, systems and Release and functions to package, build, test and deploy changes and Deployment updates (which are bounded as “releases”) into a live environment, establishing or continuing the specified 10 Service, to enable controlled and effective handover to Operations and the user community.
  11. 11. Purpose of AssignmentThe objectives of this assignment were to:1. Determine the critical professional skills associated with the D7 Live Services Delivery Manager role using the Skills Framework for the Information Age.2. Enhance the selection data gathered from interview, behavioural and technical assessments with an objective assessment of candidates professional competencies against the criteria established.3. Provide feedback as to which candidates demonstrated the highest level of relevant professional competence for the role. 11 Presentation to insert name here
  12. 12. FCO D7 Live Services Delivery ManagerDetermining Level and Critical SFIA Skills SFIA Skill Description Overall Level of Level 6 – Initiate/Influence Responsibility SLMO-6 The planning, implementation, control, review and audit of Service Level service provision, to meet customer business requirements. Management This includes negotiation, implementation and monitoring of service level agreements, and the on-going management of operational facilities to provide the agreed levels of service, seeking continually and proactively to improve service delivery. Application Form SEAC-6 The achievement of formal confirmation that acceptance Service criteria have been met, and that the service provider is ready Acceptance to operate the new service when it has been deployed. (Acceptance criteria are used to ensure that a service meets the defined requirements, including functionality, operational support and quality requirements). RLMT-6 During the design, management and implementation of Stakeholder business change and throughout the service lifecycle, the Relationship analysis and coordination of relationships with and between Management stakeholders, taking account of the services they use. Candidate Brief RELM-6 The management of the processes, systems and functions Release and to package, build, test and deploy changes and updates Deployment (which are bounded as “releases”) into a live environment, establishing or continuing the specified Service, to enable controlled and effective handover to Operations and the user community. 12 Presentation to insert name here
  13. 13. 1 Best used with 2 33 easy Log–in steps
  14. 14. Operating Level of Responsibility• The analysis of the candidate documentation Candidate Level of Responsibility indicated that the appropriate SFIA level of responsibility for the D7 Live Services Delivery Manager role was SFIA Level 6.• In considering the level of responsibility that the candidates are operating at, the analysis suggests that only five candidates (B, H, I, J and L) are operating at 25% of the expected level.• The current role holder (candidate X) achieved 50% which suggests that for this role further assessment of the current operating level of autonomy, influence, complexity and business may need to be undertaken by interview. 17
  15. 15. Weighted skills Weighted core SFIA skills• In considering the candidates results, a weighting to the chosen SFIA codes SLMO-6 SEAC-6 RLMT-6 RELM-6 should be applied. In this instance, SMLO-6 is the closest professional competency descriptor to the role 10% description provided and carries the greatest weight. 15% 45%• Second most significant is SEAC-6 which combined with SMLO-6 represents 30% 75% of the core professional competencies required by the role.• The supporting skills of RLMT-6 and Weighted SFIA Competencies RELM-6 represent 25% of the overall SMLO-6 45% Most critical to role assessment weighting. SEAC-6 30% Critical to role RLMT-6 15% Important RELM-6 10% Requirement 18
  16. 16. Candidate resultsWith the appropriate weighting and level Weighted candidate resultsadjustments applied (giving weightedresults SMLO-W, SEAC-W, RLMT-W andRELM-W) the following observations canbe made:•Candidates K, H and G have similarprofessional competency assessmentresults to the current role holder.•Candidate L exceeds in SMLO-6.•Candidate D exceeds in SEAC-6 but isweak on SMLO-6 which is the core skill.•Candidates did not score well overall onRLMT-6 and RELM-6 and with their lowerweighting these two skills are not providingany significant new evidence. 19 Presentation to insert name here
  17. 17. Final candidate recommendation• The candidates demonstrating the closest fit to the Overall candidate evaluation professional competency requirements for the role are candidates G, H, K and L with candidates G, K and L A 54% being the most likely to succeed in the role. B 50%• Candidates C, D, E, I and J should also be in C 63% consideration as they have assessed well against D 59% critical professional competencies. E 68%• Candidate F has not demonstrated sufficient ability on the professional skills assessment and would need to F 32% be assessed further before progressing. G 86%Recommendation: The professional competency H 77% assessment has indicated that four candidates I 68% have a good fit to the requirements of the role. J 72%When combined with the level of responsibility K 86% results, candidate L is the most likely to have the L 90% professional skills to perform the role successfully. 20 Presentation to insert name here
  18. 18. Finishing slide 21 Presentation to insert name here

SFIA Assessments used for screening with a large government agency.

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