SHL delivers improvements in people performance, through assessment products including aptitude tests, personality tests and expert consulting services.
SHL operate in over 40 countries and in 30 languages for more than 5500 clients. To find out more, please visit http://www.shl.com/.
Saville Consulting develop rigorous and work relevant measuring tools, which have transformed traditional approaches to assessment around the world.
They allow clients to achieve outstanding results through new approaches to measuring and exploring the relationship between personal motives,
personal talents and the crucial interaction between individuals and their workplace culture.
To find out more, please visit http://www.savilleconsulting.com/.
- Ability Tests - administration, scoring and profiling;
- Assessment and Development Centre Materials, incorporating;
- Group discussions;
- Written exercises;
- In tray exercises;
- Role play exercises;
- Integrated simulations;
- Career assessment guides;
- Computer Based Packages;
- Corporate Cultural Questionnaire and Work Profiling system;
- Personality and Motivation Instruments - Reporting;
- Interview Guides;
- 360° Competency Tools - administration, scoring and profiling;
- Development Audit.
Ability tests are generally used to measure aspects which are essential to the performance of the occupation;
for example verbal, numeric, spatial, clerical, computer, mechanical, and sensory abilities.
A wide range of products can be used including computer based, work simulation, and paper/pencil tests.
Personality inventories or questionnaires, are used to measure various personality scales (typically 16 or 32 scales) and thus identify the behaviours, emotions,
thinking style and relationships that are evident in the candidate. These can be highly effective in creating the means to select high performance teams,
or to inculcate a certain culture (eg customer service, or innovativeness) within the organisation.
CREAM of the Crop will assist you determine which other selection processes should be incorporated, such as structured interviewing, pre-employment checks, integrated simulations,
group discussions, dexterity test, physical capacity checks etc.
SHL Psychometric Assessments - Adelaide
CREAM of the Crop is the South Australian Channel Partner for SHL (formerly known as Saville & Holdsworth).
SHL is the world leader in designing and implementing leading edge psychological solutions to help organisations address their strategic people challenges.
SHL's client base includes 19 of the Fortune 25 most admired companies, 64 of the FTSE Global 100 and 7 of the Top 10 BRW Australian companies.
Operating across 40 countries and in 30 languages, SHL psychometric assessment and development tools are utilised by thousands of client organisations of all sizes,
in all sectors and economies.
As the world's largest, most respected and defensible provider of business relevant psychometric assessment tools,
our client organisations can rely on SHL tools to deliver real value.
CREAM of the Crop knows that your business relies on its staff from day one,
but often generalist recruitment techniques do not provide the depth required to make discerning and final judgements about candidates that have been shortlisted.
Costly mistakes can occur through poor interviewing skills and subjective decision-making.
With employee commencement and training costs estimated to cost 1.5 to 2 times their average salary, what business can afford to take risks?
Whether you are looking to identify the strengths of a potential company leader within your organisation,
or are looking to raise and standardise the customer service attributes demonstrated by your key operative staff,
CREAM of the Crop can provide you with advice on the best range of assessment tools for the job.
Perhaps you are looking to reduce turnover, or ensure that the numeracy and verbal comprehension standards of your incoming team leaders are adequate
for your future company directions, our advice will break down the technical difficulty often associated with psychometric assessment
and cost effective long term solutions which will help your business identify its strengths and overcome its weaknesses?
We offer a wide range of sophisticated psychometric and ability assessments to suit your industry and occupational selection needs
With offices in Adelaide, Sydney, Melbourne, Brisbane, Perth and Canberra, SHL is uniquely placed to deliver exceptional solutions to our clients,
providing them with competitive advantage through the more effective use of their human capital. Call SA Channel Partner CREAM of the Crop today (08) 8464 0022.
The success of any organisation depends on its ability to attract and recruit the right people for the job.
For the past 25 years SHL has been providing organisations with the means to select the right people for the job through the use of their proven selection methodology, including:
Internet based screening and assessment tools are focused at the outset, on identifying and assessing candidates against job competencies as early as possible.
Psychometric tools specifically designed for the Internet by SHL can provide your organisation with a significant head start by streamlining and standardising
the short-listing stage of the selection process.
Ability tests are designed to measure current ability and future potential for different types of specific work skills.
SHL has developed over 60 ability tests to assess a comprehensive range of skills at different levels so that the most suitable tests
can be used to assess the specific abilities relevant to the job.
Personality and motivation questionnaires provide objective assessments of a candidate's behavioural preferences, preferred working style and motivation drivers.
The SHL Occupational Personality Questionnaires (OPQ) and Motivation Questionnaire were specifically developed, researched and validated within the business environment,
leading to their position as the most widely used business psychometric tools in the world today. Unlike other personality questionnaires,
the OPQ32 is an occupational model of personality, based solely for use in a business environment.
The OP32 describes 32 dimensions of people's preferred or typical style of behaviour at work.
The OPQ32 is designed to be an international model of personality, and as it was updated in 2002,
it is a current and modern reflection of the changing nature of work in today's work environment.
It is particularly appropriate for use with professional and managerial groups,
although the content of the OPQ32 model covers personality characteristics important to a wide variety of roles.
- Individual: Selection, promotion, career counselling, individual development.
- Team: Team building, team development, training needs analysis.
- Organisation: Succession planning, management audit, research.
Simulation exercises are among the most valid and highly valuable assessment tools,
allowing performance against job competencies to be observed and assessed in a demonstrated and structured manner.
SHL has developed a suite of simulation exercises, providing a comprehensive library of work-related exercises across management,
graduate, customer service, sales and administrative roles.
Interview guides provide detailed and structured competency-based interview questions with guidelines on standardised interview processes and techniques.
The guides can be used on their own or in conjunction with other relevant instruments.
SHL selection tools are designed to help organisations identify and select candidates with the capability and/or potential to perform against the job and organisational competencies.
SHL selection tools increase the fairness of a selection process whilst ensuring efficiency and profitability.
Through the use of these state-of-the-art tools, informed and accurate selection decisions can be made.
The value of objective assessment is not just realised at the initial recruitment and selection stage of the employee lifecycle but all through a person's working life.
Identifying and measuring performance and development potential will influence an individua's career path and help them to realise their true potential.
And when it's time to move on, objective assessment will help to pinpoint suitable candidates for succession and help to smooth the transition of people within organisations.
SHL individual development tools include:
360º feedback tools allow a structured assessment of a person's performance based on the key skills and competencies required for the job.
These tools provide a 360º perspective, as they can be completed by individuals themselves and those who work with them,
for example their manager, team members and colleagues or customers.
Personality and motivation questionnaires can provide a valuable source of information around an individual's behavioural preferences and motivation drivers.
Executive development centres provide an opportunity for senior executives to participate in a range of development activities and simulation exercises,
designed to probe detailed and specific areas of individual development opportunities.
Personal development tools are empowering tools which are designed to facilitate the conversion of development thoughts into action.
They provide a self-help guide to enable individuals to take responsibility for their own development,
often translating feedback obtained from 360º programs and development centres, into tangible action plans.
Career guidance tools can be used to identify an individua's broader career interests to assist job seeking and/or career change.
Designed as a self-help guide, these tools to enable individual responsibility for one's own career path.
SHL provides objective assessment at each stage of the employee lifecycle and will work with you to deliver tangible results using our range of products and assessment services.
Our products and assessment services will help to define your requirements, measure your people and realise the benefits to your organisation.
Training and Accreditation for Better People Decisions
To access SHL psychometric assessment tools, SHL provides in-depth training for HR professionals, psychologists,
senior executives and line managers to use some, or all, of the SHL products and processes.
Renowned for their breadth and depth, SHL training courses provide tangible skills and principles that can be applied within an organisation -
leading to demonstrable bottom-line results through the improvement of selection and development strategies. Many of our courses are offered as public programmes.
However we are also pleased to deliver tailored in-house workshops.
We understand that all organisations are different with differing levels of resources and requirements.
SHL provides a flexible approach to accessing our tools and expertise depending on your needs.
The self-sufficient option puts you in charge of the process by accessing and using our state of the art tools.
SHL provides training to managers and human resources staff to develop the essential skills required to assess and develop people using psychometric assessment tools.
Self-sufficiency provides the benefit of instant access, control and flexibility.
"We recognise the importance of using tests with demonstrated job relevance and validity and SHL tests are the most rigorous available." - Kim Northard
HR Services, OneSteel.
Alternatively, outsourcing your assessment and develop needs means that you have access to SHL consulting services to provide the design and delivery of tailored solutions
to meet your organisation's needs.
"SHL's response to our brief was comprehensive. Their staff brought a creative and co-operative approach to the project adding real value." - Karen Fitzpatrick
Project Manager in People Capital, ANZ.
News Release - 'Hiring the Wrong People is Draining Business'
Companies worldwide are significantly damaging their bottom line through poor recruitment policies, according to new research from SHL (Release Date: 19 Jan 04)
The global survey of HR professionals reveals that the average firm spends upwards of AUD$4,500 per head on hiring,
yet one in five businesses claim that half the people they recruit don't work out in the long term.
As a result, companies are wasting millions every year through poor recruitment decisions.
Large recruiters in both public and private sectors take on thousands of new staff every year and the costs quickly mount up.
For example, based on these findings the cost of hiring 1000 new staff at AUD$4,500 per head is AUD$4,500,000.
The research shows that a further 30 per cent of businesses state that a fifth of all new recruits aren't up to the job.
Having the wrong people in the wrong job means poor productivity, lost opportunity and directly hits the bottom line - even before the cost of recruiting replacements is considered.
SHL's research also reveals that the majority of companies surveyed (63 percent) recruit less than 10 per cent of the candidates that apply for job vacancies.
Not only does this create a lengthy sifting process for HR and line managers but it represents a further drain on resources
through extended candidate attraction and screening processes.
John Bateson, CEO, SHL Group plc said:
"In a climate where cost savings have dominated the business agenda for a number of years,
it's interesting to see that companies worldwide are pouring money away through their recruitment policies.
Businesses need to re-evaluate the methods they are using to make decisions about candidates.
In an increasingly performance driven economy, talent is critical to the success of the organisation.
Objective assessment methods, such as ability testing or personality questionnaires can not only help businesses to efficiently shortlist the most suitable candidates,
but can also help to validate decisions made in the interview stage."