Assessment for Recruitment



Business Need: Trelleborg is one of the world’s leading producers of engineered sealing solutions and employs over 20,000 people globally. Unlike many client projects, Trelleborg already had a draft leadership framework to drive recruitment and development across the business. They were not happy with a draft model that lacked breadth, rigor and applicability, we were approached to review and redevelop the model.

Solution: Working closely with our partner organisation H2H, we consulted extensively with a number of senior stakeholders within the business to explore the critical behaviours that would underpin long-term success within the business. Then, utilising a combination of desk-based research and benchmarking against established and validated competency models used by consultancies and other multinationals, we carried out significant revisions and improvements to their competency model. This model has subsequently used for both recruitment and development across the business within Europe.

Outcome: The new model has been embedded into their HR strategy and is being used across Western Europe as part of recruitment and development initiatives.

“For my previous company, Actualise designed a fantastic “Behaviours and Requirements Framework” with very concise definitions, which we incorporated into individual employment journeys. For example as part of on-boarding, internal selection, performance discussions and also redundancy campaigns.”

Jilly Atherton – HR Director UK and Ireland, Saica Group


Hastings Direct

Business Need: The UK’s fastest growing insurance broker and one of our long standing clients identified the need to refresh and refocus their approach to contact centre recruitment, as well as take steps to further reduce turnover among critical contact staff members. Their brief was to also create a sense of energy and buzz around the recruitment process – to reflect the high energy, fast moving culture of the business.

Solution: Working closely with our partners at Hastings, we helped them to define the issues underpinning higher than anticipated contact centre turnover. Furthermore, we identified that local constraints would mean that the continued growth in the business would be hampered if the current approach to attraction and recruitment continued. Simply speaking, they would not recruit sufficient numbers of contact centre personnel to meet business needs.

After spending some time in a contact centre and researching with senior management as to business trends, we redesigned their entire contact centre recruitment process. We advised on a range of appropriate aptitude and personality profiling tools to integrate with their HR software, and advised them on the use of social media to extend awareness of their recruitment brand.

We created an innovative and engaging group interview process to sift out unsuitable applicants in a fair, consistent and exciting manner. Then, utilising a combination of low-cost and high impact psychometrics, together with bespoke role-plays, we created an assessment process which closely mirrored the demands of the role whilst providing opportunities for flexible in-depth assessment.

Outcome: Our client has been delighted with the outcomes, and is excited about launching the process in summer 2013.

“Actualise has also delivered on a number of other initiatives including the entire assessment suite for our graduate training scheme, a new and exciting selection toolkit for our call centre staff, and inspirational insight into our resourcing and talent strategy. Actualise are a pleasure to work with and their professionalism, creativity and pragmatism have proved invaluable to this business.”

Mary Purbrook – HR Business Partner, Hastings Direct


Marie Stopes International

Business Need: Marie Stopes International is the UK’s leading provider of sexual and reproductive healthcare services, as well as being a successful international charity with operations across the globe. As part of their continued strategic development, change was necessary to streamline their functioning and ensure the continued and growing positive outcomes for the patients and communities using their services. In particular they were keen to take a more strategic perspective on their leadership and management development initiatives, and fine tune their assessment methodologies to focus on the behaviours that drive success.

Solution: Working within their existing set of core, overarching values, we worked closely with senior stakeholders from across the charity to understand how they perceived the values being delivered in action. Through a series of focus workshops, we carefully teased out the most critical behaviours that would enable the business in the present and drive forward into the future.

Once the research was carried out, we then created in-depth behavioural models which reflected their long term business goals as well as bringing their values to life.

Outcome: Marie Stopes International benefited from the development of a competency model that was integrated with their values, reinforced those elements which were critical for the delivery of their work and targeted their assessment, training and development projects.