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Recruitment
Identify and Attract Top Talent
Assessment Centres
Psychometric Assessment
Personality assessments and aptitude assessments are the two main types of psychometric assessments. Personality assessments explore a candidates interests, values and motivations, analysing how they might fit with the job role and your organisation. They explore candidates preferences in a number of situations, including; behaviours, relationships and emotions.
Aptitude tests assess a candidate’s reasoning or cognitive ability, that considers whether they have got the appropriate skillset for a role. Their performance on these types of assessment are compared to a standard, meaning that a specific score must be achieved to pass. Common tests include: numerical reasoning, verbal reasoning, diagrammatic reasoning and error checking.
Leadership Assessments
Development
Employee Development Strategies
Creating Individual Development Plans and Providing Constructive Feedback are ways to help develop employees over a period of time.
We Support Our Clients Throughout The Year
We understand that the working week differs across geographical regions. So, whether you operate on a Monday to Friday or Sunday to Thursday, we will support you.
360-degree Feedback
Powerful insights gained from employees colleagues (line manager, peers, direct reports and external customers) to enable change. 360-degree assessments offer opportunities for your staff to discover without confrontation the views of people that they regularly work with. You can learn more about your relationships and how you can improve them to drive personal and organisational performance. You have to be prepared to take feedback in your stride without being defensive, because the feedback can be hard to accept. When 360’s are completed in the right manner, it is important to consider that there is more value in receiving comments that surprise us or make us uncomfortable, rather than someone only giving you a “pat on the back”. The point is to highlight areas where you need to change your behaviour.
Development Centres
Through a robust assessment process your organisation can gain an increased understanding of top talent. We support the use of sustainability are an advocate of using less paper where possible. Therefore, we are able to access technology that allows us to support you in delivering paperless development centres. Development Centres can be held anywhere from your organisation’s offices to a neutral venue. Candidates can work both individually and as part of a group on a number of exercises, including:
case studies, group discussions, presentations, psychometric assessments, role plays
Leadership Development
Leadership Development can increase self-awareness for skilled leaders and the next generation of emerging leaders. Leadership Development can help your organisation to identify gaps in the talent pool, whilst highlighting who is prepared to take on senior positions when vacancies arise. A strong succession planning process enables organisational risks to be mitigated in order to ensure business continuity of leadership. A leader’s credibility can be enhanced by recognising the benefit of going through an honest assessment of their capability. As a result, increased trust and support can be gained among the leader’s team, colleagues and customers.
Coaching
World class athletes do not stop using coaches when they are at their peak. It is no different for business leaders or wherever you are on the career ladder. There are pressures and challenges at all stages of the career lifecycle. Whether you need to fine tune specific aspects of your leadership or work on skills gaps such as conflict management, coaching can help move you forwards. We establish strong trust-building partnerships which are supported by sound coaching principles with emerging and established leaders to help individuals and organisations get the very best from each other.
Training
DSJ International conducts training courses that are bespoke and tailored for your organisation. We are also happy to have a conversation with your organisation to accommodate a specific training request you might have. This could be in a sensitive area where you feel this is better communicated by an independent party.
Some of the training courses that we can deliver include:
- Competency Based Interviewing: This workshop provides participants with the practical knowledge and skills to conduct a competency-based interview. Key contents that this course covers are what are competencies; why do organisations use them; structuring your interview to align it with your organisations competencies; key skills required to interview effectively; enhancing your own interviewing skills and recognising aspects of Diversity and Inclusivity. This course is suitable for HR professionals and line managers who are keen to improve their interviewing skills.
- Assessor Skills: Well-designed assessment centres are acknowledged to be amongst the most effective tools to measure skill and future potential. However, gaining the maximum benefit from them requires well trained and skilled assessors. This course will help you to build your understanding around the ORCE (Observe, Record, Classify and Evaluate) assessment process. You will develop the knowledge and skills needed to become a competent assessor. A group discussion and professional feedback will occur during this workshop to consolidate key learning.
- Team Development: How would better teamwork affect productivity in your organisation? Organisations need to be agile and innovative when faced with ever more complex business and societal challenges. High performing teams can help them to achieve their goals. Differences between team members (e.g. personality) can have a dysfunctional effect on effective team working. A powerful way of increasing a sense of collective identity is to actively engage all members in building a shared vision. This workshop creates a safe environment in which participants are aware the session is about development and self-discovery, not judging which type of personality are “good” or “bad”.
We are also happy to have a conversation with your organisation to accommodate a specific training request you might have. This could be in a sensitive area where you feel this is better communicated by an independent party.
When managing multiple priorities, it is easy to lose sight of what is happening in your business. We can work with you to measure some aspects of your organisations success using key metrics over a specified time.
When formulating your talent strategy, we can help focus you on what and how that might look like. For example, you might want to conduct assessments at all levels of your organisation to determine skills gaps.