Recruitment Services
We will work in partnership with you to find
the Recruitment Solution that is right for your organisation
We will support you with everything from recruiting an individual, to supporting you
in the development of your self-managed organisational recruitment processes
and strategy; even to the point that you have your own in-house branded
profiling system and trained staff! 😊
Effective recruitment approaches and strategies are core to developing a successful Learning Culture and Organisation
If we have the wrong people in roles throughout an organisation, it becomes impossible to maintain the passion, motivation and engagement necessary to ensure retention and sustained performance. So often recruitment strategies focus on the qualifications and skills needed for a role but to be most effective we need the right traits and behaviours to fit both the role and the organisational culture. We can support you to identify these accurately.Having the right people in the right roles is crucial to an efficient organisation
A lot of resources can be wasted as a result of appointing the wrong person to a role, both in terms of the time wasted on inefficiencies, lack of motivation and engagement once the person is in the role, as well as eventually having to recruit someone more suitable.We believe in designing and applying sustainable solutions
We are particularly passionate about ensuring that we do all we can to help you identify the right person for the role you are seeking to fill from the outset, as that will take care of so many things along the road.We are passionate about helping you to find the right people for the roles you are seeking to fill
In order to successfully place people in the right roles, there is a fundamental need to understand the traits that are required in relation to each specific role. That understanding creates a refreshing clarity and a shared understanding rather than relying on hunches or instinct or recruiting people for the wrong reasons.We will help you to develop autonomy by training you to develop your own staff
We apply best in class profiling tools, and over time reducing cost by ensuring your staff are skilled and equipped to apply the tools to the needs of your business.Recruitment Services
We will work in partnership with you to find the Recruitment Solution that is right for your organisation
We will support you with everything from recruiting an individual, to supporting you in the development of your self-managed organisational recruitment processes and strategy; even to the point that you have your own in-house branded profiling system and trained staff! 😊
Effective recruitment approaches and strategies are core to developing a successful Learning Culture and Organisation
If we have the wrong people in roles throughout an organisation, it becomes impossible to maintain the passion, motivation and engagement necessary to ensure retention and sustained performance. So often recruitment strategies focus on the qualifications and skills needed for a role but to be most effective we need the right traits and behaviours to fit both the role and the organisational culture. We can support you to identify these accurately.Having the right people in the right roles is crucial to an efficient organisation
A lot of resources can be wasted as a result of appointing the wrong person to a role, both in terms of the time wasted on inefficiencies, lack of motivation and engagement once the person is in the role, as well as eventually having to recruit someone more suitable.We believe in designing and applying sustainable solutions
We are particularly passionate about ensuring that we do all we can to help you identify the right person for the role you are seeking to fill from the outset, as that will take care of so many things along the road.We are passionate about helping you to find the right people for the roles you are seeking to fill
In order to successfully place people in the right roles, there is a fundamental need to understand the traits that are required in relation to each specific role. That understanding creates a refreshing clarity and a shared understanding rather than relying on hunches or instinct or recruiting people for the wrong reasons.We will help you to develop autonomy by training you to develop your own staff
We apply best in class profiling tools, and over time reducing cost by ensuring your staff are skilled and equipped to apply the tools to the needs of your business.Supporting you with developing your Organisational Recruitment Process & Strategy
Supporting you with developing your Organisational Recruitment Process & Strategy
- Examine your current approach to recruitment in order to fully understand your needs
- Create a sustainable bespoke recruitment strategy for you in partnership with you, ensuring that all departmental needs are mapped and planned for
- We will develop a bespoke solution which meets your specific needs depending on your internal capacity and vision
- Assess your need in terms of training for internal staff in order to ensure that we create the internal skills for you, which will also provide a strategy for succession planning
- Arrange a bespoke solution which will ensure a cost- effective model for job searching and posting as well as profiling shortlisted candidates.
- Support your internal dedicated appointed individuals or teams to implement a solution that you can manage
- Support you to implement a reporting system which you can administrate manage internally therefore becoming more independent over time
- Support you with providing report interpretations until your staff are trained, should you decide to do so
- Be your trusted provider to support your staff who are managing recruitment in whatever way works best for you
We will:
- Examine your current approach to recruitment in order to fully understand your needs
- Create a sustainable bespoke recruitment strategy for you in partnership with you, ensuring that all departmental needs are mapped and planned for
- We will develop a bespoke solution which meets your specific needs depending on your internal capacity and vision
- Assess your need in terms of training for internal staff in order to ensure that we create the internal skills for you, which will also provide a strategy for succession planning
- Arrange a bespoke solution which will ensure a cost- effective model for job searching and posting as well as profiling shortlisted candidates.
- Support your internal dedicated appointed individuals or teams to implement a solution that you can manage
- Support you to implement a reporting system which you can administrate manage internally therefore becoming more independent over time
- Support you with providing report interpretations until your staff are trained, should you decide to do so
- Be your trusted provider to support your staff who are managing recruitment in whatever way works best for you
Want to learn more about how we can support in the development of
your Organisation Recruitment Process & Strategy?
Get in touch!
Want to learn more about how we can support in the development of
your Organisation Recruitment Process & Strategy?
Get in touch!
Let's Talk
To learn more about how Investors in Learning can help assess your needs and create a plan for action, simply get in touch today
Supporting you with Assessment and Selection Campaigns
Supporting you with Assessment and Selection Campaigns
Our Recruitment Packages
Recruitment Support
Job Definition, Candidate Assessment & Profiling, Feedback & reporting
- Job analysis
- Creation of Job Success Formula
- Candidate communications & questionnaire administration
- Candidate psychological profiling, report generation and analysis
- Feedback to hiring manager or team
- Your Greatest Strength Report for all candidates as a thank you for application
Recruitment Support
Job Definition, Candidate Assessment & Profiling, Pre & Post interview support, Feedback & reporting
- Job analysis
- Creation of Job Success Formula
- Candidate communications & questionnaire administration
- Candidate psychological profiling, report generation and analysis
- Pre-interview Feedback and exploration of candidate results and risk assessment with hiring manager/ team
- Interview attendance or interview guide with questions based on profile results
- Post interview exploration session
- Candidate feedback session for recruited candidate
- Development plan for recruited candidate
- Your Greatest Strength Report for all candidates as a thank you for application
Recruitment Support
Job Definition, Job Posting, CV Sifting, Profiling, Pre and Post Interview support, Feedback & reporting
- Job analysis
- Creation of Job Success Formula
- Support with writing of Job Ad
- Optional use of Online tool for larger campaigns
- Job Posting
- Candidate searching
- Candidate CV Sifting
- Candidate Shortlisting
- Candidate first online Interview by video (max of 5)
- Candidate communications & questionnaire administration to those successful in first interview
- Candidate psychological profiling, report generation and analysis
- Pre-interview Feedback and exploration of candidate results and risk assessment with hiring manager/ team
- Interview attendance or interview guide with questions based on profile results
- Post interview exploration session
- Candidate feedback session for recruited candidate
- Development plan for recruited candidate
- Your Greatest Strength Report for all candidates as a thank you for application
Call us or complete our contact form
CONTACT US FOR MORE INFORMATION
We love to Explore, and we love to help
Our Recruitment Packages
Recruitment Support
Job Definition, Candidate Assessment & Profiling, Feedback & reporting
- Job analysis
- Creation of Job Success Formula
- Candidate communications & questionnaire administration
- Candidate psychological profiling, report generation and analysis
- Feedback to hiring manager or team
- Your Greatest Strength Report for all candidates as a thank you for application
Recruitment Support
Job Definition, Candidate Assessment & Profiling, Pre & Post interview support, Feedback & reporting
- Job analysis
- Creation of Job Success Formula
- Candidate communications & questionnaire administration
- Candidate psychological profiling, report generation and analysis
- Pre-interview Feedback and exploration of candidate results and risk assessment with hiring manager/ team
- Interview attendance or interview guide with questions based on profile results
- Post interview exploration session
- Candidate feedback session for recruited candidate
- Development plan for recruited candidate
- Your Greatest Strength Report for all candidates as a thank you for application
Recruitment Support
Job Definition, Job Posting, CV Sifting, Profiling, Pre and Post Interview support, Feedback & reporting
- Job analysis
- Creation of Job Success Formula
- Support with writing of Job Ad
- Optional use of Online tool for larger campaigns
- Job Posting
- Candidate searching
- Candidate CV Sifting
- Candidate Shortlisting
- Candidate first online Interview by video (max of 5)
- Candidate communications & questionnaire administration to those successful in first interview
- Candidate psychological profiling, report generation and analysis
- Pre-interview Feedback and exploration of candidate results and risk assessment with hiring manager/ team
- Interview attendance or interview guide with questions based on profile results
- Post interview exploration session
- Candidate feedback session for recruited candidate
- Development plan for recruited candidate
- Your Greatest Strength Report for all candidates as a thank you for application
Call us or complete our contact form
CONTACT US FOR MORE INFORMATION
We love to Explore, and we love to help
Let's Talk
To learn more about how Investors in Learning can help assess your needs and create a plan for action, simply get in touch today
A little about how we work…
A little about how we work…
We will help you to increase accuracy, reduce poor recruitment decisions, and minimise your risk
It is this performance research which was a key factor which influenced Investors in Learning to research the tool and to partner with Harrison Assessments. We have since integrated the tool into our recruitment and development solutions in a way that is not possible with other psychometric tool.
We use Harrison Assessments combined with our expertise in psychological profiling, feedback and the other essential ingredients for the development of an effective organisational learning culture. This tool together with our Driving Success model gives us what we need to plan exceptional recruitment as well as learning and development solutions for you.
Recruitment and development should sit hand in hand, as of course if we understand the risks involved in recruiting an individual then we can reduce the risk by pro-actively tackling this and implementing development plans for individuals, based on the specific traits that need to be developed in relation to the role. This is why we have included development plans as part of our recruitment solutions offering here to not only select the right person, but to then support them and maximising the chances of success as soon as they enter their role.
What creates Job Success?
What is the Job Success Formula (JSF) and how does it work?
We will help you to increase accuracy, reduce poor recruitment decisions, and minimise your risk
It is this performance research which was a key factor which influenced Investors in Learning to research the tool and to partner with Harrison Assessments. We have since integrated the tool into our recruitment and development solutions in a way that is not possible with other psychometric tool.
We use Harrison Assessments combined with our expertise in psychological profiling, feedback and the other essential ingredients for the development of an effective organisational learning culture. This tool together with our Driving Success model gives us what we need to plan exceptional recruitment as well as learning and development solutions for you.
Recruitment and development should sit hand in hand, as of course if we understand the risks involved in recruiting an individual then we can reduce the risk by pro-actively tackling this and implementing development plans for individuals, based on the specific traits that need to be developed in relation to the role. This is why we have included development plans as part of our recruitment solutions offering here to not only select the right person, but to then support them and maximising the chances of success as soon as they enter their role.
What creates Job Success?
What is the Job Success Formula (JSF) and how does it work?
Ideal Performance Benchmark –
Integrates all relevant factors into a single formula & weights each factor according to impact
The JSF underpins the success of the whole recruitment campaign as it details the traits specifically in relation to the role. We will support you with psychological profiling solutions by creating a Job Success Formula that is specific to the requirements of the role including the organisational culture.
Understanding that there are specific traits that suit specific roles opens up a whole new way of understanding recruitment. By having access to research and performance benchmarking data which links jobs roles and traits, from all over the world, we can use that knowledge to help you recruit the right person for the right roles.
Our analysis links human traits to specific roles, with the underlying research based on performance benchmarking studies from around the world. In other words, we will be developing a basis for your recruitment and finding the best person for the specific role, by comparing your candidates’ traits with traits of other high performing people in similar roles. We are not interested in just any person in the role you are trying to fill. We are only interested in the high performing people.
What it involves:
Here we will need a conversation and exploration in order to do the job analysis, which then allows us to create the Job Success Formula based on the role and the context. Getting the JSF right is crucial as it will create the traits specific to the role, the demands of the post, and the culture of the organisation to include:
✓ Essential Traits
✓ Desirable Traits
✓ The Traits to avoid
Once we have created and approved the JSF with you, you provide us with the candidate information. All we need is the full name and email address and we will do the rest.
In some situations, when dealing with larger populations, and the setting of new standards, we may recommend that we conduct a performance benchmarking study to ensure that we have the correct balance and weighting of traits in relation to the context. This is not always necessary, however is something we will explore with you.
For more information on Performance Benchmarking please click here
Please visit our dedicated Harrison site for more information.
Ideal Performance Benchmark –
Integrates all relevant factors into a single formula & weights each factor according to impact
The JSF underpins the success of the whole recruitment campaign as it details the traits specifically in relation to the role. We will support you with psychological profiling solutions by creating a Job Success Formula that is specific to the requirements of the role including the organisational culture.
Understanding that there are specific traits that suit specific roles opens up a whole new way of understanding recruitment. By having access to research and performance benchmarking data which links jobs roles and traits, from all over the world, we can use that knowledge to help you recruit the right person for the right roles.
Our analysis links human traits to specific roles, with the underlying research based on performance benchmarking studies from around the world. In other words, we will be developing a basis for your recruitment and finding the best person for the specific role, by comparing your candidates’ traits with traits of other high performing people in similar roles. We are not interested in just any person in the role you are trying to fill. We are only interested in the high performing people.
What it involves:
Here we will need a conversation and exploration in order to do the job analysis, which then allows us to create the Job Success Formula based on the role and the context. Getting the JSF right is crucial as it will create the traits specific to the role, the demands of the post, and the culture of the organisation to include:
✓ Essential Traits
✓ Desirable Traits
✓ The Traits to avoid
Once we have created and approved the JSF with you, you provide us with the candidate information. All we need is the full name and email address and we will do the rest.
In some situations, when dealing with larger populations, and the setting of new standards, we may recommend that we conduct a performance benchmarking study to ensure that we have the correct balance and weighting of traits in relation to the context. This is not always necessary, however is something we will explore with you.
Please see here for more information
Please visit our dedicated Harrison site for more information.
Eligibility and Suitability Factors
The analysis whether anyone is right for a role is made up of Eligibility as well as Suitability factors. Eligibility is about the experience and qualifications; Suitability is the analysis of traits against a particular role. The Eligibility factors are of course key to setting a baseline of the skills, experience and qualifications necessary for any particular role, however they alone do not guarantee a good result.
Without considering Suitability factors we are not considering the whole picture. The Suitability can be seen as the driver of the skills. We all know that we can have people who are highly qualified yet are not capable in relation to a specific task. It is the Suitability factors that create the behaviours and the values that underpin the human experience; these are the factors that will drive the performance in tandem with the Eligibility factors. It is the on-the-job capability that really will make the difference to the individual delivering the necessary results.
Why Job Suitability?
- Suitability assessment measures all aspects of behaviour and motivation that relate to job performance and consequently it is more predictive than measuring personality only
- Suitability focuses on job-related questions which are more valid across cultures
- Suitability includes work and task preferences that predict job satisfaction and retention
- Making job offers based on work values increases acceptance
- Job-focused questions give face validity and greater legal defensibility
Please see our Harrison Assessment Partner site for more information
And here is some more about the recruitment technology and where you can also download a PDF with more information
Eligibility and Suitability Factors
The analysis whether anyone is right for a role is made up of Eligibility as well as Suitability factors. Eligibility is about the experience and qualifications; Suitability is the analysis of traits against a particular role. The Eligibility factors are of course key to setting a baseline of the skills, experience and qualifications necessary for any particular role, however they alone do not guarantee a good result.
Without considering Suitability factors we are not considering the whole picture. The Suitability can be seen as the driver of the skills. We all know that we can have people who are highly qualified yet are not capable in relation to a specific task. It is the Suitability factors that create the behaviours and the values that underpin the human experience; these are the factors that will drive the performance in tandem with the Eligibility factors. It is the on-the-job capability that really will make the difference to the individual delivering the necessary results.
Why Job Suitability?
- Suitability assessment measures all aspects of behaviour and motivation that relate to job performance and consequently it is more predictive than measuring personality only
- Suitability focuses on job-related questions which are more valid across cultures
- Suitability includes work and task preferences that predict job satisfaction and retention
- Making job offers based on work values increases acceptance
- Job-focused questions give face validity and greater legal defensibility
Please see our Harrison Assessment Partner site for more information
And here is some more about the recruitment technology and where you can also download a PDF with more information
How are we different and how will we create added value for you?
We are Psychologists and People-Development specialists
We are a team of psychologists and people development specialists, who have the background and expertise to consider all relevant factors in any recruitment decision. We will take the burden away from you and reassure you that you are dealing with professionals who understand and have the tools to link the job in question, with the traits required, as well as the culture and fit of your organisation.We use best in class tools which will create data based on global performance studies
Through incorporating profiling into our solutions from the outset, rather than an afterthought, we will give you data and insights that you would not have otherwise had. This will enable you to ask specific questions and see aspects of the individual that will play a significant importance in your recruitment decision. You will be able to make informed decisions based on specific and highly honed data, created for your specific situation and context.We do our research in terms of the tools we use
With our training and background, we are able to select the right tools for the job. We will always do our background checks to scrutinise any tools we use, the way in which we apply them and the conclusions that we draw from them. We always use best in class tools. We do not compromise, continue with our own learning to research and create partnerships with more specialists to ensure the highest quality for you.We help you make informed recruitment decisions with highly specific data in relation to the roles you are seeking to fill
So vital in all recruitment assessments is the consideration of the traits in relation to a specific job; the development of Job Success Formulae is integral to our approach to recruitment. We work with Harrison Assessments, drawing on many years of performance benchmarking data to ensure validity and reliability of the traits we are assessing candidates against. See above for more information.We understand the importance of Person – Culture fit
At Investors in Learning we take a holistic approach and will see the importance of each factor whilst keeping the all- important power and role of culture in mind. Consideration of Learning Culture and the factors that drive success are our everyday consideration, so you can trust us to ensure that we appropriately add the cultural aspects to the Job Success Formula, as well as beyond into the interview and other selection and assessment approachesHow are we different and how will we create added value for you?
We are Psychologists and People-Development specialists
We are a team of psychologists and people development specialists, who have the background and expertise to consider all relevant factors in any recruitment decision. We will take the burden away from you and reassure you that you are dealing with professionals who understand and have the tools to link the job in question, with the traits required, as well as the culture and fit of your organisation.We use best in class tools which will create data based on global performance studies
Through incorporating profiling into our solutions from the outset, rather than an afterthought, we will give you data and insights that you would not have otherwise had. This will enable you to ask specific questions and see aspects of the individual that will play a significant importance in your recruitment decision. You will be able to make informed decisions based on specific and highly honed data, created for your specific situation and context.We do our research in terms of the tools we use
With our training and background, we are able to select the right tools for the job. We will always do our background checks to scrutinise any tools we use, the way in which we apply them and the conclusions that we draw from them. We always use best in class tools. We do not compromise, continue with our own learning to research and create partnerships with more specialists to ensure the highest quality for you.We help you make informed recruitment decisions with highly specific data in relation to the roles you are seeking to fill
So vital in all recruitment assessments is the consideration of the traits in relation to a specific job; the development of Job Success Formulae is integral to our approach to recruitment. We work with Harrison Assessments, drawing on many years of performance benchmarking data to ensure validity and reliability of the traits we are assessing candidates against. See above for more information.We understand the importance of Person – Culture fit
At Investors in Learning we take a holistic approach and will see the importance of each factor whilst keeping the all- important power and role of culture in mind. Consideration of Learning Culture and the factors that drive success are our everyday consideration, so you can trust us to ensure that we appropriately add the cultural aspects to the Job Success Formula, as well as beyond into the interview and other selection and assessment approachesWe incorporate the psychology of working with strengths into our assessments
A key factor influencing human performance is the ability to work with our strengths. The challenge for recruitment is to find the right person for specific roles. The complex mixture of traits that we have as humans demands that we have effective tools, which support us to analyse the many variables involved in selecting a person for a specific role, whilst also ensuring that these are within their natural strengths and enjoyment.
Research shows that working with strengths and is one of the most reliable and sustainable ways of ensuring intrinsic motivation and long-term engagement, and it avoids wrongly recruiting someone who is looking for a role outside of their natural strengths. If we are naturally drawn towards a particular area of work or activity, then we will also more naturally learn and grow within that sphere. If we are working against our strengths then we will be continually struggling with our engagement and motivation, which in turn will have a direct influence on our learning and performance.
For more information on the importance of a strengths-based approach, please see our programme on Identifying & Developing Strengths, as well as our Master Programme: Fulfilling and Supporting the Human Elements.
We have the expertise to approach recruitment in the context of the whole Talent Management journey
Recruitment is of course only the first step on a development journey both for the organisation and the individual. Ideally, as soon as someone is recruited, the individual should have a development plan in order to ensure that all job-related traits are shared and consciously worked with and seen as a core factor in securing enjoyment and sustained performance. We can then also help you to integrate these into a sustained continual learning plan and appraisals. See here for more information on our Effective Appraisals and Feedback programme.
For other relevant programmes, please see all our programmes which are in the Impact element of our Driving Success model.
Please also see our programme on Developing Roles and Responsibilities to support you with strategies to continue to ensure the right people are in the right role after recruitment.
For all our programmes on Driving your sustainable success, please see the Programme Table on our Solutions page.
We incorporate the psychology of working with strengths into our assessments
A key factor influencing human performance is the ability to work with our strengths. The challenge for recruitment is to find the right person for specific roles. The complex mixture of traits that we have as humans demands that we have effective tools, which support us to analyse the many variables involved in selecting a person for a specific role, whilst also ensuring that these are within their natural strengths and enjoyment.
Research shows that working with strengths and is one of the most reliable and sustainable ways of ensuring intrinsic motivation and long-term engagement, and it avoids wrongly recruiting someone who is looking for a role outside of their natural strengths. If we are naturally drawn towards a particular area of work or activity, then we will also more naturally learn and grow within that sphere. If we are working against our strengths then we will be continually struggling with our engagement and motivation, which in turn will have a direct influence on our learning and performance.
For more information on the importance of a strengths-based approach, please see our programme on Identifying & Developing Strengths, as well as our Master Programme: Fulfilling and Supporting the Human Elements.
We have the expertise to approach recruitment in the context of the whole Talent Management journey
Recruitment is of course only the first step on a development journey both for the organisation and the individual. Ideally, as soon as someone is recruited, the individual should have a development plan in order to ensure that all job-related traits are shared and consciously worked with and seen as a core factor in securing enjoyment and sustained performance. We can then also help you to integrate these into a sustained continual learning plan and appraisals. See here for more information on our Effective Appraisals and Feedback programme.
For other relevant programmes, please see all our programmes which are in the Impact element of our Driving Success model.
Please also see our programme on Developing Roles and Responsibilities to support you with strategies to continue to ensure the right people are in the right role after recruitment.
For all our programmes on Driving your sustainable success, please see the Programme Table on our Solutions page.