With each assessment process there will be candidates who are relieved at the outcome, those who are disappointed but accept the decision, and those who wish to challenge an unsuccessful result.
First launched in 2019, the VCA Ltd Career Progression Gateway online assessments haves now been used by 8 FRS from Firefighter Recruit up to Strategic Manager
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.
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....
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?
Psychometric tests normally take a minimum of 3-4 years to develop as it is essential that they can demonstrate legally defensible levels of reliability, sensitivity, validity and can demonstrate that adverse impact has been considered and mitigated during the construction of the test.
There are a variety of exercises commonly used for assessments and these can include role-plays, written exercises (including reports, in-trays, case studies and analysis exercises), fact-finding exercises, presentations/ briefings and group exercises.