#FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska UK
Driving diversity through objective assessment
Talent Q
#FIRMday London 27th April 2017: Making engagement the central focal point of...Emma Mirrington
Enhance your understanding of the importance of great engagement as part of a virtualised recruitment solution. In a landscape where competition to hire the best talent with the scarce skills required for companies to prosper is so intense, engagement has never been so important. Securing the most promising applicants to join your business requires recruiters to increasingly devote time and attention to capture interest early and maintain this continuously; thereby encouraging suitable candidates to want to take up work in your organisation over a rival firm.
This session will:
• Demonstrate how to make it easier for firms to signpost vital contextualised engagement content and messaging
• Highlight how leading employers have championed their employer brand to win the best before the rest
• Discuss the viewpoints of almost 70 global firms who recruit in high volumes on the challenges & opportunities in candidate engagement
• Consider how technology can support continuous engagement from attraction through to on-boarding and then reinvented for future recruitment campaigns with new staff.
Making Psychometrics And Online Assessment Work In A UAE And GCC Context For ...The HR Observer
Using psychometrics to creating efficiencies in the recruitment process and manage risk at point of selection or development. Understanding international best practice
in the context of UAE and GCC – Norms, languages and benchmarks. An insights into cut-e projects in the UAE in the energy, aviation, retail, banking sectors – a firsthand
view on creating human capital benefit with fair and cost efficient manner.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
#FIRMday London 27th April 2017: Making engagement the central focal point of...Emma Mirrington
Enhance your understanding of the importance of great engagement as part of a virtualised recruitment solution. In a landscape where competition to hire the best talent with the scarce skills required for companies to prosper is so intense, engagement has never been so important. Securing the most promising applicants to join your business requires recruiters to increasingly devote time and attention to capture interest early and maintain this continuously; thereby encouraging suitable candidates to want to take up work in your organisation over a rival firm.
This session will:
• Demonstrate how to make it easier for firms to signpost vital contextualised engagement content and messaging
• Highlight how leading employers have championed their employer brand to win the best before the rest
• Discuss the viewpoints of almost 70 global firms who recruit in high volumes on the challenges & opportunities in candidate engagement
• Consider how technology can support continuous engagement from attraction through to on-boarding and then reinvented for future recruitment campaigns with new staff.
Making Psychometrics And Online Assessment Work In A UAE And GCC Context For ...The HR Observer
Using psychometrics to creating efficiencies in the recruitment process and manage risk at point of selection or development. Understanding international best practice
in the context of UAE and GCC – Norms, languages and benchmarks. An insights into cut-e projects in the UAE in the energy, aviation, retail, banking sectors – a firsthand
view on creating human capital benefit with fair and cost efficient manner.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Focus HR management efforts on maximizing personnel transactions and service effectiveness including reduction in personnel spending thus increasing HR team’s service orientation and response time to business needs
Adept Advisory delivers flexible and personalised business defining solutions through a highly experienced and globally aligned team. We have built a reputation for providing the African market with specialised expertise, tailored to provide our clients with sustainable value and an ongoing competitive advantage.
Rolling Arrays - The Trusted HR Transformation PartnerRolling Arrays
Rolling Arrays is Asia’s premier award winning HR transformation company, headquartered in Singapore with offices in 6 countries. Since its inception in 2009, Rolling Arrays has successfully delivered more than 100 HR transformation projects for more than 50 blue-chip clients across Asia. A consultative approach to HR Processes, HR Functions and HR Software is Rolling Arrays core expertise and the primary catalyst for its’ success.
Rollingarrays.com
Email: info@rollingarrays.com
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
Building Capability 2012 - The Standard Model of RecruitmentEmma Mirrington
Andy Dolby from Write Research challenges our notions of the Standard Model of Recruitment in his key note session at our Building Capability Conference 2012
We're All in it Together: Cross-Training and Rotating Task Schedules in Resou...davidhketchum
When David Ketchum arrived at the University of Oregon Libraries in February 2012 as the new Resource Sharing Librarian, there was a clear distinction between “Lenders” and “Borrowers” in ILL. In this session David will cover some benefits of cross-training in ILL and share how a cross-training program and rotating task schedule was developed in his department that has transcended this legacy model and helped foster a more efficient, collaborative learning environment. Presentation by David Ketchum
Strategic Workforce Planning – Aligning and integrating the people plan with ...TALiNT Partners
Strategic Workforce Planning – Aligning and integrating the people plan with the business strategy
Prashanie Dharmadasa, Director, Strategic Insights at WilsonHCG
Focus HR management efforts on maximizing personnel transactions and service effectiveness including reduction in personnel spending thus increasing HR team’s service orientation and response time to business needs
Adept Advisory delivers flexible and personalised business defining solutions through a highly experienced and globally aligned team. We have built a reputation for providing the African market with specialised expertise, tailored to provide our clients with sustainable value and an ongoing competitive advantage.
Rolling Arrays - The Trusted HR Transformation PartnerRolling Arrays
Rolling Arrays is Asia’s premier award winning HR transformation company, headquartered in Singapore with offices in 6 countries. Since its inception in 2009, Rolling Arrays has successfully delivered more than 100 HR transformation projects for more than 50 blue-chip clients across Asia. A consultative approach to HR Processes, HR Functions and HR Software is Rolling Arrays core expertise and the primary catalyst for its’ success.
Rollingarrays.com
Email: info@rollingarrays.com
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
Building Capability 2012 - The Standard Model of RecruitmentEmma Mirrington
Andy Dolby from Write Research challenges our notions of the Standard Model of Recruitment in his key note session at our Building Capability Conference 2012
We're All in it Together: Cross-Training and Rotating Task Schedules in Resou...davidhketchum
When David Ketchum arrived at the University of Oregon Libraries in February 2012 as the new Resource Sharing Librarian, there was a clear distinction between “Lenders” and “Borrowers” in ILL. In this session David will cover some benefits of cross-training in ILL and share how a cross-training program and rotating task schedule was developed in his department that has transcended this legacy model and helped foster a more efficient, collaborative learning environment. Presentation by David Ketchum
Strategic Workforce Planning – Aligning and integrating the people plan with ...TALiNT Partners
Strategic Workforce Planning – Aligning and integrating the people plan with the business strategy
Prashanie Dharmadasa, Director, Strategic Insights at WilsonHCG
Organizations across the globe benefit from having influential leaders who are qualified to lead a diverse workforce, cultivate engagement, and guide change necessary to remain competitive in the marketplace. These same organizations realize the value in investing in current talent to breed the next generation of executives, and to ensure a set of unified core leadership principles exist and are executed by managers of people and projects. This session reveals how one organization overcame cultural barriers to successful implementation of varied enterprise-wide leadership development initiatives.
This Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants after 3,000+ hours of work. It shares our combined 100+ years of experience advising executive teams around the world. It includes all the Frameworks, Best Practices & Templates required to improve the “HR and Talent Management” function of your organization, and help you attract, develop and retain top talent.
This Powerpoint presentation is only a small preview of our Toolkit.
You can download the entire Toolkit in Powerpoint and Excel at www.domontconsulting.com.
This Toolkit includes frameworks, tools, templates, tutorials, real-life examples, best practices, and video training to help you:
-Define and Implement your HR and Talent Management Strategy: (1) Summary of the Corporate and Business Strategy, (2) HR Analysis, (3) HR and Talent Management Capability Maturity Model, (4) Current State And Target State, (5) HR and Talent Management Mission, Vision & Values, (6) Strategic Objectives & KPIs to Reach our Vision, (7) Team & Budget, (8) Guiding Principles
-Define the 10 Pillars required to reach your HR and Talent Management Strategic Objectives: (1) Capability Management, (2) Structure & Governance, (3) Culture, (4) Competency Management, (5) Recruitment, (6) Talent Development, (7) Mentoring, (8) Performance Management, (9) Reward and Recognition, (10) Reassignment & Termination
-List your Potential Initiatives for each pillar
-Create your Business Cases and Financial Models to Assess your List of Potential Initiatives
Prioritize, Plan and Implement your Projects: (1) Project Prioritization, (2) Business Roadmap, (3) Governance, (4) Dashboards, (5) Project Implementation: Agile Methodology, Design Thinking and Traditional Methodology, (6) Continuous Improvement (7) Post Projects Evaluation and Lessons Learnt, (8) Post Strategy Evaluation and Lessons Learnt
-Define and implement your change management strategy and internal communication strategy: (1) Change management strategy, (2) Change management plans, (3) Implementation, tracking and progress management, (4) Effective communication
-Engage your stakeholders effectively: (1) Stakeholder analysis, (2) Stakeholder engagement strategy, (3) Stakeholder engagement detailed plan
HR impacts the bottom line. But how do you prove it?
Discover the outcomes organisations like yours have achieved with talent measurement and the latest innovations in best practice assessments.
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
To know more about how we can partner with you to build the right
capability building architecture to drive performance,
log on to www.human-network.in
Do you have a Leadership and Development Programme? Our programmes enhance the technical competence and behavioural confidence of your biggest asset: your employees.
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Excellence through Culture, Talent and Change: Introduction to our ServicesHora Tjitra
Tjitra & associates is a management consultancy founded by Dr. Tjitra with offices in Hong Kong, Hangzhou and Jakarta. Our work focuses on the CULTURE, TALENT and CHANGE.
A team of multilingual psychologist are dedicated to strive for excellence and provide tailor-made service solutions. We devote ourselves in ensuring sustainable business results by understanding the exact needs and situation of our clients.
Similar to #FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska UK (20)
#FIRMday Manchester 4th March 2020 - Pass Technology: 2020: Transforming the ...Emma Mirrington
Candidate Experience, has been a top HR buzzword for years – but what are we really doing
about it, and how are we really building great Candidate Application Experiences?
In this session, Holly Hare-Scott, Pass Technology and Jason Saunders, Computacenter will
take a deep dive into building memorable Candidate Application Experiences and show you
how to continually optimise them in your organisation.
Learning Objectives:
• What are Candidate Application Experiences?
• Why these first candidate interactions are so important...
• Building a world-class Candidate Application Experience from scratch
#FIRMday Manchester 4th March 2020 - Recruitive: Is Your Careers Website Fit ...Emma Mirrington
In this session Stephen Day, Sales Manager and Victoria Creamer, Principal Consultant at
Recruitive will discuss how to attract the best candidates with a great looking and engaging
careers website while retaining essential recruitment functionality.
• Is your Careers Site attractive and Engaging for Candidates?
• How do you Drive Traffic to your Careers Website?
• Is your website optimised correctly for search engines?
• Does your website connect to Google Jobs?
• Does your website promote and retain your brand?
• Does your ATS seamlessly integrate with your careers website?
#FIRMday Manchester 4th March 2020 - Jobtrain: Talent Acquisition and your te...Emma Mirrington
Join Giles Heckstall-Smith as he shares his experience and inside knowledge on:
• How TA tech fits into a resourcing strategy and realising its full potential
• How to measure the true ROI of recruitment technology
• How to procure the right solution with confidence
• Setting yourself up for success – aligning with stakeholders and creating productive partnerships
with your provider
• Product roadmaps, integrations and development – making sense of it all!
Join Neil Armstrong, Commercial Director at TribePad as he discusses key questions such as:
• Are tech firms with artificial intelligence going to nick my job?
• Which recruitment tech is actually going to help me and my company in 2020?
• How do I get the right balance of humans and technology in our recruitment?
#FIRMday Bristol 5th February 2020 - Member session: Customer Services Recrui...Emma Mirrington
Changing a process with volume recruitment can be a significant challenge for most businesses and most of us can identify with some of the key challenges of poor quality candidates, lack of candidates and high drop out rates, to name but a few. Join Kevin & Daisy as they talk through the Customer
#FIRMday Leeds 27th November 2019 - Prospects: Graduate Labour Market Trends Emma Mirrington
Chris Rea from Prospects will be presenting valuable insights into the graduate labour market, including some of the myths that surround university and graduate jobs, issues around graduate migration and social mobility, and regional trends for your area.
#FIRMday Leeds 27th November 2019 - Jobtrain: How to super-charge your talent...Emma Mirrington
We'll explore 4 key areas of recruitment and how technology can help boost your Connection and Engagement.
• Job adverts for 2020 and beyond
• Reaching an audience using people power
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• Exploring the black hole of pre and onboarding
#FIRMday London 6th November 2019 - Rachel Dalboth: Well-being and its role i...Emma Mirrington
The life of recruiter can be a demanding one. Juggling hiring managers, candidates, tools and ever evolving techniques – how often do we pause and think about ourselves? In this session with our very own Rachel Dalboth, we reflect on the importance of well-being and how it should be seen as a key ingredient in the mix of being a great recruiter.
#FIRMday London, 6th November 2019 - Dave Hazlehurst: Employer brand in 100 daysEmma Mirrington
We believe that if companies and people as individuals know the best fit for themselves, then matching them together is easy.
An effective employer brand should be the number one priority of every competitive business because the people behind your brand are your competitive advantage.
The experiences and the feelings you create are the measurements of who you are as an organisation and this goes way, way beyond the candidate experience.
This is your employer brand experience.
During this session we’ll cover:
• The process we follow to develop a strategic employer brand and EVP to help you stand out
• What we’ve learned from working with some of the biggest global brands
• How to go about uncovering your employee’s insights and human’s truths
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#FIRMdayCambridge9/9/19 - Be the CEO of your career - Katherine RayEmma Mirrington
Do you find yourself in a career cul-de-sac? Would you like to take control of your development? Are you struggling with a clear vision for your future career?
We are cobblers children; we spend more time focusing on other people’s careers than our own. Now is the time to take action and start being the CEO of your career.
During this 30-minute session Katherine will look at the key components of a future-proof career in a world which is requiring us to work longer and to constantly reinvent ourselves. She will look at some beliefs about careers and explore some tools and techniques to enable you to create a vision for your career.
#FIRMday Cambridge 9/9/19 - Internal mobility insights presentation Emma Mirrington
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#FIRMDay Cambridge 9/9/19 - Reed: Inclusion, Diversity & Belonging What UK wo...Emma Mirrington
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Chris Rea from Prospects presents valuable insights into the local labour market, including some of the myths that surround university and the graduate jobs market, issues around graduate migration and social mobility, and regional trends for the East of England
If you received your message what would you do with it? Do you even ponder this before you hit send or leave your voicemail? Tech has given recruiters all of these tools to spam candidates in 100 different ways, but if just sending a message worked we wouldn’t be seeing such a drop in response rates. So why is it happening? Why is candidate ghosting now a thing? In this session you’ll discover:
• How candidates have turned the tables and why it’s costing you that great hire
• What you can do to improve your response rates and attract candidates more effectively
• How to stop candidate ghosting!
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
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#FIRMday Manchester 25th Sept 2019 - Xref: The great debate is reference chec...Emma Mirrington
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The UK’s increasingly mobile workforce puts employers based in the North in a good position to expand their talent pools beyond their local area. Benefits of living and working in the North include lower living costs and better worklife balance – so how can employers utilise this to promote their employer brand? Totaljobs will be delving into our research on the rise of the Northern Pound to look at this further.
10. 2015Only 57% of those surveyed in The
FIRM’s 4th Annual Membership Survey
are using psychometric ability tests in
Assessment and Selection
11. What is Personality?
“Personality is a pattern of relatively permanent traits and
unique characteristics that give both consistency and
individuality to a person's behavior.“ (Feist and Feist, 2009)
“The characteristics or blend of characteristics that make a
person unique” (Weinberg & Gould, 1999).
12. What is General Ability or Intelligence?
“““Intelligence represents an individuals ability to adapt to
their environment”
“The ability to acquire knowledge and skills”
“The ability to learn or understand or to deal with new or
trying situations”
“The ability to apply knowledge to manipulate one's
environment or to think abstractly as measured by
objective criteria”
13. 0
0.1
0.3
0.4
0.5
0.6
0.7
1Certain prediction
Assessment centers
Skilful and structured interviews
Ability tests
Work sampling
Graphology, astrology
Personality assessment
Assessment centers for job performance
Unstructured interviews
References
Predictive validity of different selection methods
Predictive validity is the link between
results or scores on a selection method
and a subsequent outcome – most
commonly job performance at a future
point
Different selection methods can be
combined in order to get a higher
validity
Source: Pilbeam and Colbridge (2006) summary of the predictive validity
of selection methods based on the findings of various research studies
Why are personality and intellect important?
15. Accelerated growth with tighter budgets
15
The challenge: How to achieve the business objectives
with limited assessment resources?
16. The cost of getting recruitment wrong
• One conservative estimate is that “bad” recruitment will cost
Skanska circa £10,000,000 in two years – including direct cost
only, excluding lost opportunities, management time etc.
• Psychometrics that identify those candidates most likely to
perform well in the workplace dramatically reduce the chance of
making a selection error.
17. The challenge in recruiting STEM candidates
• We are all fighting over the same, small candidate pool
• Need to look beyond academic qualification alone
• Widen the diversity of candidates
• More innovative in how we source and assess candidates
• Extend the assessment criteria to include potential
19. The requirements…….
Limited
assessment
resource
Transient and busy
resourcing team
Limited line
manager knowledge
Different businesses
with their own cultures
and challenges
Restrictions from Skanska AB
Low margin
Works and provides
consistency across all
business units
Is affordable
Is easy to administer
with limited training
Empowered
line managers
to make better
decisions
Provide user
friendly, jargon- free
reports for line
managers
Psychometric data aligned to our
Leadership competencies
20. The requirements…….
Limited
assessment
resource
Transient and busy
resourcing team
Limited line
manager knowledge
Different businesses
with their own cultures
and challenges
Restrictions from Skanska AB
Low margin
Works and provides
consistency across all
business units
Is affordable
Is easy to administer
with limited training
Empowered
line managers
to make better
decisions
Provide user
friendly, jargon- free
reports for line
managers
Psychometric data aligned to our
Leadership competencies
Pragmatic
22. Pragmatic Approach Required
• A solution that utilises sifting stages to minimise resource, save time.
• A solution that minimises our likelihood of getting decisions “wrong”
• A solution we can also use for development
• A solution we can use for on boarding and induction
• A solution which will aid our drive to being a leader in diversity
23. Talent Q assessments that were selected
Elements
Measures: verbal, numerical
and logical reasoning
Why?
Sifting tool
Adaptive
Quick to complete
Dimensions
Assesses key behaviours at
work
Why?
Mapped with Skanska
Leadership framework
Easy to understand reports
Additional report options
Available in 44 languages
24. Adherence to Skanska AB
• Leadership Profile mapped
against Dimensions
• The language is familiar
• One report supports four
leader role types
• One assessment for all
Operating Units
• Identifying competencies
critical to Skanska Sweden
28. For line managers
Workshops and encouragement
• Introduction to
psychometrics
• Rationale of using the
assessments
• Getting the best out of the
customised report
For the Resourcing Team
• Psychometric training
where required
• Completion of the
assessments
• System customised for
ease of use
30. Feedback so far…….
“This is the best that Skanska is doing globally”
“Assessment has started conversations”
“I now know what I am looking for when
recruiting
“I am now seen as a real strategic partner”
31. This is just the first step
• This solution will continue to be improved and developed
• Integration with Taleo to provide seamless candidate experience
and reduce resource effort further
• Desire to develop further reports aligned to the Graduate and
line manager frameworks
• Plans to develop on-boarding report from Dimensions
• Feedback to date from line managers is extremely positive and
uptake is rising.
• Skanska UK are leading the company in this advancement –
potential to extend to other countries
32. How could psychometrics help me?
• Looks beyond candidates’ academic achievements
• Provides objectivity around decision-making
• Reduces the cost of hiring
• Sifting out at earlier stages
• Hiring the wrong people
• Establishes a consistency around the interview
• Provides supports to the line manager
• Customised reports
• Off the shelf role profile reports
• Help resourcing partner’s become strategic partners
rather than operational
Skanska on a global stage
In 2012 we celebrated our first 125 years globally.
Skanska was founded in Sweden by Rudolf Fredrik Berg in 1887.
Our founder had strong beliefs about what’s right and wrong and our values remain fundamental to our culture.
We believe in responsible business.
Final image in large circle is off the Oresund Bridge linking Sweden to Denmark, which Skanska built in the late 1990s.
5
Our Journey – Culture and values
Our culture is unique. It’s not perfect, but it’s a differentiator
This book describes the way we want our culture to look and feel
Defines the way we are
Honest
Transparent
Straight forward → Easy to do business with
It very much starts with big heart and that is about being a caring company
But there are many other attributes, working collaboratively, ethically and transparently. This helps us win work
Our community journey – some highlights
2007 Mencap partnership with IFE launched
2012 UKCG Open Doors event
2012 Global Corporate Community Involvement policy launched
2013 Skanska joins Business in the Community
2014 Considerate Constructors Scheme 111th award for Skanska
2014 Lend a hand volunteering programme launched
2014 Groundwork partnership launched (for community and volunteering days)
Charlotte
Short overview of TQ and Hay Group (and Try Talent Q to help people prepare).
Show of hands – who currently uses psychometric ability tests when selecting?
Charlotte
Timely to include topics from The FIRM’s 4th Annual Membership survey – shared with FIRM members on Insight Day, 14th July - where they discussed general view of HR challenges including that only 57% of those who completed survey use psychological ability tests during the assessment and selection process. Please note that the annual survey will be distributed on 15th October.
Charlotte
When we talk about personality assessments, what are we looking to measure? There are many varied views on this, but these statements seem to capture the typical view.
Dimensions, our personality assessment, assesses for individual’s typical preferences across 15 core competencies, important in many roles.
Charlotte
involves the ability to:
1. Learn. The acquisition, retention, and use of knowledge is an important component of intelligence.
2. Recognize problems. To put knowledge to use, people must first be able to identify possible problems in the environment that need to be addressed.
3. Solve problems. People must then be able to take what they have learned to come up with a useful solution to a problem they have noticed in the world around them.
Charlotte AND ALISTAIR TO FINISH
Alistair
Alistair
Alistair
Alistair
Alistair
Alistair
Charlotte
Charlotte
Outline mapping of the report at item level
Removal of number scores and introduction of colour banding – removes any interpretation required by the line manager
Clear descriptions at either end of the competency to bring the competency to life
Charlotte
Removal of scores – managers don’t need to determine what’s an acceptable score
Interview guides – drives consistency, and ensures that a good level of interviews take place across the Business units.
Alistair
Lunch and learn sessions
Resourcing team
Training – conversion and full BPS traiing
Completion of assessment to understand outputs – appreciate the value of the assessment
Customised – split by division so only access to what they needed, formatted email templates, fixed assessments set up etc.
Alistair
Alistair
Skanska AB diversity film
As mentioned in the deck, we are picking from a greatly limited pool and we are picking from a pool which is still largely white, middle class and male. Construction still has a “muddy boots” image and the shortage and competition for these people will only increase. This is a challenge if we want to be more diverse, innovative and look like our clients (SEE THE VIDEO). Therefore, I think that whilst we have started, the future will be very much in challenging providers such as Talent Q to not only help drive us to make better recruitment decisions, but also more diverse, in a world where we look beyond track record, degree, A levels etc. This bridge the potential benefit of increasing social mobility.