Here are our best tips for helping you get the most out of the opportunity to share information with, and gain insights from, your promotions candidates.
About Hannah VallanceHannah Vallance is a British Psychological Society Chartered Occupational Psychologist with twenty years’ experience specialising in assessing talent and developing potential for UK Fire & Rescue Services. She supports both applicants and organisations to find the best occupational fit, facilitating positive workplace behaviours and enhanced performance.
Taking the CPG in-house – how does it work using internal assessors?
Applying the CPG to other roles- assessing on-call, control room and other staff
The chances are, your team already works pretty well. But could it be better? Here’s how to find out.
How you communicate can influence how others do in return. So if you want your team to continually improve their communications, it might be time to look at your own style....
With British firefighters being deployed to Greece to tackle the ongoing wildfires, strong leadership within the Fire and Rescue Service is more important than ever. The ability to select the best candidates for leadership roles with the Service is essential to ensure excellent performance and maximum benefit for the communities.
Using the data to assess your organisation’s LQ strengths and development areas
High-volume assessments – assessing 100+ candidates in a week with the CPG
An innovative new way to assess candidates for promotion – 12 months on, has it worked?
Is giving extra time the right sort of assessment help for candidates with additional needs?
Home-based assessments- can candidates complete an assessment for promotion from home?
As we know, the LQ is a framework for how leadership needs to look for the FRS to evolve and succeed. The LQs support the NFCC National People Strategy, which offers an encouraging vision for the future for the Service.
In 2019 the HMICFRS FRS Inspections summary of findings reported that ‘Staff in more than half the Fire and Rescue Services inspected told us they see the promotion and selection processes as unfair or not clear and open enough.