Assessment
Simon Brittain discusses Kiddy's approach
At senior levels we typically run full-day simulations to assess individuals for development or for selection into a specific role or as part of a selection process into a high potential programme. We have benchmark data on our simulations for senior managers and high potentials from a number of large multinational PLCs. In this approach the candidate spends five to six hours of an assessment day working in a ‘Day in the life of’ on their first day in a new organisation and role. Other elements of the assessment day include an in-depth interview with a psychologist and aptitude (numerical and verbal) testing which can take place before the assessment via online delivery.
Our benchmarked simulations are based out of sector, to place all candidates on a level playing field and to ensure that assessments are not biased by technical knowledge.
How We Evaluate Candidates
- We use our extensive benchmark data;
- We observe their behaviour in situations not that dissimilar to the ones in which they will have to perform;
- We conduct an in-depth interview used to probe strengths and weaknesses identified by the pre-work such as personality/motivations questionnaires or 360 degree feedback for internal candidates;
- We provide a detailed report on both the individual and group if more than one person is assessed. When one of our simulations is used for development we give a clear indication of the development needed. When we assess for selection or potential we give a clear recommendation on the suitability of the candidate. This includes the risks associated with making the appointment, as well as suggested development. We also provide feedback to the candidate – typically short telephone feedback to unsuccessful candidates and in-depth feedback to internals or appointees.
Key Benefits of our Approach
- This approach allows us to run 1:1 assessments or to assess candidates in an assessment centre process, although it is specifically designed so that candidates do not interact with each other at any point – which is particularly appropriate when assessing internal candidates for a reduced number of roles;
- Candidates immerse themselves in a single business simulation (as opposed to a number of unrelated exercises). This allows the complexity of material to be built up over the course of the assessment without having to continually provide candidates with prolonged reading time as they learn new business scenarios;
- There is a strong emphasis on observed behaviours during the day versus self-report through psychometrics. We use the psychometrics to provide insight for the interview and to help in development – both to identify appropriate activities and to unpick underlying issues/blockers to improved performance and behaviours;
- It provides the most accurate picture of strengths, fit and development needs possible in a day-long snapshot;
- It provides a valid and reliable assessment of the candidate’s likely performance in the future;
- The assessment is more challenging and enjoyable for candidates, who report that they feel they are able to show what they can really do and that the Kiddy assessment is the most challenging they have been through.