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Case studies

'In the cases where we've had two people for a role, as a result of the Kiddy assessment process, it's been clear who should get it and who shouldn't.'

James Geffen
Board Director

Miller Insurance
Assessment of potential

Summary

We assessed around 50 participants from across the Amlin insurance business that had a broad range of backgrounds, varying in areas such as business unit, tenure, experience profile and office location (predominantly London and Asia-Pacific).

Client Need

Miller has worked with Kiddy since 2004. Our work has ranged from recruitment selections for senior posts – such as Operations Director and HR Director – through to assessments of intact Divisional Boards and potential assessments.

Our Approach

We adapted one of our executive assessments to measure the Miller Career Framework competencies. The assessment  comprised:

  • Online personality questionnaire prior to assessment
  • A full day assessment:

- In depth interview with a business psychologist probing on specific aspects of the Career Framework as well as achievements, challenges and aspirations.

- A business simulation where participants have the role of regional director managing sales and operations teams. Participants are provided with market, personnel and financial data and run a meeting with a member of their team on a commercial decision, a strategic review with their boss and a business planning task.

- A high level verbal reasoning test to complement the numerical analysis that they will have undertaken as part of the simulation.

  • Post assessment, a report is written to cover main strengths and development needs, suggested development activities and performance against the Career Framework, as well as a rating of potential which covers speed of progression and whether specialist or general management
  • 1:1 feedback with the participant to review the report and development suggestions and agree next steps

Results

The individuals assessed reported that they found the outputs useful in terms of focusing their development to enable them to meet their career goals and the business has used the data in succession and development planning, as well as to gain an understanding of the benchstrength of their people against similar organisations.

 

 

 

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