1- Compile Profile:
ü Al Mayadin
offers an unprecedented on-line tool to involve all stakeholders in the process
of compiling a appealing profile. Each respondent can share their perspectives
on the preselected competence and behavioral examples. Their input in terms of
importance (ranking) and selecting the behavioral examples ensures the success
of the performance level. It provides crystal clear directions and meaning of
the job expectations, both for the applicant, the recruiter and (front line)
manager. Al Mayadin offers a set of 53 competencies in case there is no own
model available. (www.competencylibrary.com)
2- Posting & ATS:
ü Most likely
customers have their own channels for posting and an Applicant tracking system
to handle all applications. Al-Mayadin can provide a pre-employment assessment
questionnaire. This will help determine which applicants are best fit for the
job and create a manageable pool of shortlisted candidates.
3- Unveil talents:
ü This involves
an online Talent Motivation Assessment (TMA312) a psychometric questionnaire
where the applicant has to select in total 312 times their preference between 2
and 3 statements related to 22 drives. The outcome will unveil their talents, their preferable communication style, learning and development style and managerial
style.
4- Cognitive Capacity Analysis:
ü The applicant
will conduct relevant analysis out of a selection of 6 different areas;
logical numerical insight, logical language, logical figurative insight,
technical insight, controlling and numerical insight. The level of analysis are
related to the role and job profile
ü The assessment
involves a validation interview conducted by a certified assessor.
5- Assess competency level:
ü The competency
level will be indicated from 3 (4) different perspectives:
1. Their potential
derived from his talents,
2. A self assessment based competency,
3. A competency
based interview based on the role and job profile,
4. Optional; a
simulation exercise.
6- Match
ü The talent and
competency match report reveals not only to what extent the individual
candidate meets the requirements for the job, but also the differentiators
between candidates. The customer is also provided with a framework, including
the requirements for the optimal work setting and set of ‘questions’ to have
the final dialogue.
7- Onboarding
ü The ‘manager’
of the selected candidate will be offered the so called performance matrix that
provides clear guidance in how to ‘manage’ the candidate in the most effective
and efficient way; where to control risks, where to avoid pitfalls, where to
invest and where to utilize.
ü After 1-2
months the candidate and manager are invited to conduct a 900 performance
review, based on the competency profile. The outcomes will provide insights on
the actual professional conduct and contribution.