This was for a Group level position at a European food manufacturing business that had become vacant due to an unexpected resignation.
Moving at pace, Drayton began with a market map, identifying appropriate talent from relevant businesses and industries. Next, using our expert knowledge of 'what good looks like', we assessed the leading candidates in a variety of ways:
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Firstly, competency-based interviews. Structured around the Universal Competency Framework, Drayton use a number of competency-based interview questions to assess potential fit for a role and business. Our consultants have over 10 years of experience on average, which they then leverage to determine candidate suitability and fit for the role being discussed.
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Secondly, psychometric testing. Using SHL's OPQ, our own in-house psychometrician can complete a variety of assessments on candidates to scientifically assess whether core competencies are likely to be strengths of specific individuals. With a score out of 5, given for each competency, this can be a helpful way to identify areas of strength, and areas where a candidate is likely to need greater levels of support.
- Thirdly, references. Utilising our expansive network, and candidates' recommendations, Drayton approach individuals who may have worked for or with our preferred candidates for their view of their working style and core capabilities.
Taken together, these different tools form the basis of our DraytonAssess methodology and allow Drayton to paint a holistic view of any candidates in a search process. When presenting shortlists, we can then leverage this insight, discussing critical factors such as preferred ways of working and the views of previous colleagues to create a 360-degree view of every individual we recommend.