The DraytonAssess® Process
During our initial calibration session, we will work to identify your situational needs and develop the most effective assessment strategy, whether that be for selection purposes, or leadership and team development.
For selection purposes, we utilise leadership competencies define the most relevant candidate profile. We then use this profile to rapidly identify high-potential candidates during our screening interviews whilst rejecting individuals who are unlikely to be effective in role.
Our in-house psychometrician then conducts assessments with the short-listed candidates, either prior to shortlist presentation or in between interview stages. The output reports provide unbiased yet highly detailed insight into the work-style, preferences and emotional intelligence of the candidates and enables us to build a holistic view of the people we recommend.
We build a competency-based interview that enables us to delve deeper into the character of the candidate and bring your attention to details that would otherwise be hidden. We also conduct confidential, soft-references to seek out independent views from former colleagues.
We then direct you through an interview debrief with our in-house psychometrician who will introduce you to either our bespoke DraytonAssess® precis and scoring matrix, or in-depth candidate reports. With this information you can be confident you’re only selecting from people who can really deliver in the role and are proven experts.
For development purposes, we then support you and the candidate through the onboarding process and ensure that your new hire makes a seamless transition into the business. Using Insights Discovery, we then work extensively with the team to foster effective and efficient methods of communication, and help individuals to forge strong working relationships.