Pretty much every job these days will will have some kind of job description (I say most – there will still be those organisations hiring people on a wing and a prayer). But identifying the types of competences needed for a role … More
Improve the Quality of Hire with The McQuaig Psychometric System(TM) – 5th October 2011 To register: email Gladys Pastor – gpastor@mcquaig.com LEARNING OUTCOMES: Participants will get an understanding of The McQuaig Psychometric System™ fundamentals with an emphasis on applying McQuaig to make … More
Senior appointments are made very carefully using assessment centres, multiple interviews and psychometric profiling. Some profiling systems, like The McQuaig Psychometric System, build a view of a persons propensity towards behaving in a Sociable manner. Apparently, without such a focus things … More
When recruiting, there are three steps: STEP 1 : The Handshake – how do they appear STEP 2 : The CV – what they claim STEP 3 : The way they Behave – will they fit into your world and … More
by Ian Cameron, Managing Director, The McQuaig Institute. …………………………………………………………………………….. Having been the Managing Director of The McQuaig Institute for only seven weeks I thought it only right that I tell you how my own on-boarding process has gone. Based solely … More
An old nursing quote: ”There are two types of nurses. Those that can communicate with conscious human beings - they’re ward nurses… & those that can’t – they’re theatre nurses!” The quote is instructional when it comes to the task of placing … More
We’ve been saying for the last few years that the number of applicants for every role will increase. Well, in today’s Independent there is good news for graduates…but not all of it is positive.
Many companies invest considerably in enhancing and structuring external recruitment and selection activities. They: utilise placement firms purchase résumé tracking software administer psychometric tests conduct structured behavioural interviewing employ a third party to do background and reference checks. Yet, when it comes to … More
The rise of the job-board in the last decade was significant. Then the recession hit – what changed and more importantly, what’s next?
I read recently about an organisation spending 600 HR hours a year on face to face exit interviews. The end result, however, was that they had no hard data and really didn’t know accurately why people were leaving.
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The McQuaig Psychometric System is more than just personality testing.
It is a complete profiling system!
The McQuaig Psychometric System continues to be an integral part of the HR strategy.
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