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?
In the same way we all have different height, weight, hair colour, there is growing recognition for diversity in cognition. The range in neurological profiles is all part of the natural variation of humans, and there is a consistent prevalence of differences (for example, approx. 10% of the population can be expected to demonstrate dyslexia; 2% autism).
In terms of neurodiversity and how it is made up the work Mary Colley (referenced in the graphic below) offers a useful framework to better understand what the term ‘neurodiversity’ encompasses.