Welcome to issue 274 of the ukrecruiter newsletter.
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Article
One: Psychometric Product Review: Wave Professional Styles from
Saville Consulting
Company Name: Saville Consulting
Product Name: Wave Professional Styles
Website Address: www.savilleconsulting.com
Description (provided by Saville Consulting):
“A new online questionnaire measuring personality, motivation, competencies and preferred culture, all combined in one dynamic instrument.”
Cost: Bureau scoring costs £75 per candidate for each of the expert/type/entrepreneurial reports (the fee includes a personal report for candidate feedback). If you buy your own system (with £1000 set up fee) each report costs £50 per candidate.
Do you have to be qualified to interpret the questionnaires?:
Users need to have completed a British Psychological Society (BPS) verified Level A and B programme. A one day conversion training course (ie for users already trained in OPQ, 16Pf etc) costs £550 (including 5 reports, value £375). Distance learning is available.
Candidate Experience (guinea pig candidate was Louise):
It took about 40 minutes to complete the questionnaire. The instructions were easy to read and understand. You get an example question to ensure you understand the process. There were 36 screens of 6 statements. Initially you have to rate each statement by clicking on the appropriate button from ‘very strongly disagree’ to ‘very strongly agree’. When I gave the same rating for two or more statements these statements were presented to me again and I was asked to indicate which statement was “most” like me and which statement was “least” like me. In some cases I had to repeat this process more than once before moving on to the next set of statements. There were some occasions where I really couldn’t choose between two statements to decide which was most like me so I felt I was practically picking one at random. When I saw the feedback report I felt the results were very accurate. The level of detail in the report leave little scope for misunderstanding.
Overview of Feedback Report:
I reviewed the expert report. This is was 12 pages long. After an introduction to the product and the background to its creation the first part of the feedback is a one page profile chart. This shows the candidate’s score against the 12 sections that make up the Wave profile. The chart is split into four main “clusters” (these are thought, influence, adaptability and delivery). Each cluster is spilt into 3 sections (eg, the sections within the thought cluster are inventive, abstract and strategic) making up the 36 dimensions. This is an overview chart – each of the clusters is explored in depth on the following pages. These pages give a very simple to read – but highly detailed explanation of the candidate’s responses to the questionnaire. The chart doesn’t just give a ranking number. With the majority of questionnaires I’ve reviewed a personality dimension is shown (eg, change orientated) and the candidate is ranked on a scale of 1 to 10. With the Wave report the individual facets of the dimension are shown (eg, for our guinea pig candidate under the facet of “interactive” the individual dimensions were “networks well”, “tends to talk a lot” and “more lively than most people”) This means the product is actually looking at 108 different traits (based around talent and motive) and also explores the alignment of the talent and motive responses. Elements which are not covered in more traditional questionnaires are included, such as comfort with IT. The feedback report also includes a competency profile and a culture fit chart which shows what culture the candidate would most probably seek in a new
organisation.
There are two other profile’s available: entrepreneurial report and types report. These are more commonly used outside of the traditional selection process for development or team building exercises.
Summary
This product produces a very in depth feedback report which is easy to understand.
Its price and the time it takes a candidate to complete would mean it is most suitable for use at shortlist or final interview stage
rather than as a screening tool (which is also Saville's
recommendation). For some clients the amount of time it would take to give feedback could mean it is either passed over for a more quick and basic product or not used to its full advantage. However, Saville Consulting will launch “Wave Focus”in August, which will be a 15 minute version of the Wave questionnaire, with a claimed 80% of the validity of the full version. The other limiting factor with the product is that you are required to be a BPS level B administrator in order to use it. For those of you with the qualifications and senior candidates to assess I don’t think you’ll find a better product.
For more information:
Chris Small was my contact at Saville Consulting. He can be contacted on 01372
475716 or via chris.small@savilleconsulting.com
Louise Triance is a British Psychological Society level A&B trained assessor, conducting psychometrics on behalf of recruiters. For more information call Louise on 07724 197830, email
contact2@ukrecruiter.co.uk
or visit http://www.nmib.com/testing/index.htm
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Article
Two: How Do You Manage Your Time? By Helen Miller
Time management has been talked about for years and yet many of us still struggle to find enough time. People want to use time management to become more successful and happy but many of us feel inadequate and frustrated as we wonder why there never seem to be enough hours in the day.
We know there are lots of time wasters in our lives. At home it could be watching TV all evening, surfing the net, or having long conversations on the phone. At work you might be using time on a unproductive phone calls, wading through 100s of emails a day or not giving, (or receiving), clear instructions.
If we reduced the amount of time we spent on our time wasters we’d all have more time for the fun things in life. But I question whether we should think of time management as a way of saving 30 minutes each day or whether we should focus on what we really want in life and save years? Are we born to stuff as many activities as possible into our already busy 24hours and yet lose whole years doing things we do not enjoy and will not help us achieve success in our lives?
The inspirational
What do you really want in your life? Knee jerk answers often include a maid, a chauffeur, a pay rise, and a holiday. I believe that, until we really do know what we want, time management is simply a question of clawing back 30 minutes here and there throughout the week. Though those extra minutes are useful they simply help us manage our over stuffed lives and do not help us find the life we want.
What do you want in your life? One way to find out is to imagine you are very old and know you are near the end of your natural life. A writer who wants to write about your life comes to interview you. What would you like to be able to say you have been, done and had? What do you need to do to make this come true? If your answers bear no resemblance to what is currently happening in your life what changes do you need to make?
The practical
There are only 24 hours in a day. What each of us can do is make an active choice on how we spend our time. Time spent planning our lives can save a huge amount of time in the long run.
A useful time management tool is to consider how important tasks are (do they need doing at all), and how urgent they are, (when do they need doing). We should aim to do tasks that are important before they become urgent and avoid doing tasks that just aren’t important. This may sound obvious but many of us fritter away precious minutes every day doing tasks that really make no difference to how well we do our jobs or how much we enjoy them.
To find out more about time management read Helen’s full report at
www.crossroadslifecoaching.co.uk/beingbusy.htm. You can contact Helen Miller at
Helen@crossroadslifecoaching.co.uk
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Win CV Database Access Worth £349.00
Win 3 months free access to over 400,000 CV's and branded unlimited vacancy posting worth £349.00. CV-Library are making this generous offer only to ukrecruiter subscribers. A "winner" will be chosen at random at midday Friday
4th August. To enter the draw visit http://www.cv-library.co.uk/cgi-bin/ukr_comp.cgi. If you want to find out more about CV Library visit
http://www.cv-library.co.uk/cvdatabase
Networking Event - update
Just a quick update to say that we've had to change the proposed
date of the networking event. Sorry to all of you who'd
confirmed an interest in coming at the end of September. It is
now likely to take place at the end of November at a venue in
London. I don't want to give the date just yet as we've not
confirmed the venue or sponsors but more information will be
available here as soon as we have it. We'll also keep the
website updated at www.recruitmentnetworking.co.uk.
If you are interested in sponsoring this event (or a future one)
please drop me a note at contact2@ukrecruiter.co.uk
CV Database Reviews
Last week we kicked off a new series of reviews on CV
databases. As pat of each review I'd like to include feedback from existing users of
the CV database. If you use one or more UK CV databases and want to share your thoughts (strengths/weaknesses of the product) please drop me a note. I will need your full contact details but I can include your comments in the article anonymously if you want.
I'm especially interested in your feedback on the Jobsite and
Monster CV databases as these are coming up next. Please email
me at contact2@ukrecruiter.co.uk
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Discussion
Board Summary
Don't forget to visit The
Discussion Board. Current topics on the site include:
Investment/Venture
- Can anyone recommend a VC company specialising in the recruitment arena?
staff
costs - What's the equation for working out the cost of
employing a consultant.
Sales
Recruitment - A referral needed to a good sales recruitment
agency.
Any postings you or anyone else
makes will be included in the weekly digest. Sign up for the free
digest here or
hit reply to ask me to include your email address
It is free to use the discussion
board and you don't have to register to view messages. Visit the
site; ask questions and share your knowledge
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Online
Recruitment Update (sponsored by http://www.broadbean.co.uk
for "the UK's favourite job posting system")
Hitwise top 10 Recruitment
Sites, week ending 29th July 2006
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.totaljobs.com, www.monster.co.uk,
www.reed.co.uk, www.jobsite.co.uk,
www.jobs.nhs.uk, www.jobs.ac.uk,
www.jobsgopublic.com, jobs.guardian.co.uk
and my.monster.co.uk. Hitwise don't aggregate data from sites who
form part of a network such as fish4.co.uk For more information about Hitwise, visit http://www.hitwise.co.uk
.jobs domain update
Right back in April 2005 the .jobs domain was officially
designated. The .jobs domain name is intended for use as the online destination for a company's
own vacancies. There is some debate as to whether a
recruitment consultancy could advertise vacancies for a client on
their own .jobs domain. For more information visit http://www.goto.jobs.
You can register the domain with a number of UK registrants,
including the REC. In July 148 REC members registered their .jobs
domain via the REC site.
Press Release: Launch of
Recruitment Revolution
A new graduate temporary and permanent job board has been launched
by two recent graduates after their poor experience of recruitment agencies.
www.RecruitmentRevolution.com
is described as "UK's first fully functional online recruitment
agency".
Sponsored by http://www.broadbean.co.uk;
"the UK's favourite job posting system".
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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