Assess
Select and promote the best talent
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Graduate Recruitment
Graduate recruitment is on a steady rise and is becoming more competitive year on year. For example, during the last ten years, graduate vacancies at the UK’s leading employers rose by 39%.
Graduate Recruitment goes beyond the science of predictive assessment. These days, it also includes the art of engagement. Businesses need to have an in-depth understanding of what attracts Millennials to organisations and what makes them stay.
At Propel International, we understand how to bring to life an engaging, fair and objective Graduate Recruitment processes that gives a true reflection of your corporate culture while at the same time assessing the required skills of candidates. Our wealth of experience in designing bespoke or using the entire range of different off-the-shelf graduate assessment tools from ability tests, to situational judgement tests and virtual businesses simulations is hard to match.
At Propel International, we understand how to bring to life an engaging, fair and objective Graduate Recruitment processes that gives a true reflection of your corporate culture while at the same time assessing the required skills of candidates. Our wealth of experience in designing bespoke or using the entire range of different off-the-shelf graduate assessment tools from ability tests, to situational judgement tests and virtual businesses simulations is hard to match.
Non-Manager
Individual Contributors are 'Forgotten Leaders'.
Assessing and identifying individual contributors and supervisors as part of a non-manager assessment needs to take into account the capability, character and commitment of candidates and participants.
At Propel International, we understand that every successful assessment process starts with a thorough understanding of the target position. Whether the intention is to recruit non-managerial staff or assess internal individual contributors for their potential for becoming managers in the future, there is a high likelihood that we have successfully completed a certain project with a client partner throughout the past 10 years.
Our levelled competency framework includes behaviours that are crucial to non-managerial positions and can be used as the basis for the assessment process. Alternatively, we are versed at creating an assessment process that is tailored to an organisation’s model for potential and competency framework.
At Propel International, we understand that every successful assessment process starts with a thorough understanding of the target position. Whether the intention is to recruit non-managerial staff or assess internal individual contributors for their potential for becoming managers in the future, there is a high likelihood that we have successfully completed a certain project with a client partner throughout the past 10 years.
Our levelled competency framework includes behaviours that are crucial to non-managerial positions and can be used as the basis for the assessment process. Alternatively, we are versed at creating an assessment process that is tailored to an organisation’s model for potential and competency framework.
People Manager
70% of what a manager currently does will be automated by 2024.
The role of first line, middle and senior managers has never been as complex due to the fact that managers need to navigate and orchestrate their teams through a more and more volatile, uncertain, complex and ambiguous work environment.
At Propel International, we understand that any assessment processes needs to reflect and mirror this complicated new reality so that the capability, character and commitment of a manager in a modern and digitally fluent world are assessed.
At Propel International, we understand that any assessment processes needs to reflect and mirror this complicated new reality so that the capability, character and commitment of a manager in a modern and digitally fluent world are assessed.
Executive Assessment
The Propel Potential Model is based on latest leadership research and was designed with executive assessment processes in mind.
An individual’s track record and past performance are undoubtedly important factors when assessing an individual for a leadership position however not sufficient. It is crucial to assess their leadership potential and readiness when conducting Executive Assessments.
At Propel International, we have developed a propriety and holistic model of potential that is not only based on scientific research but has also proven itself time and time again in practice and in the field. Our unique deep dive Character-Commitment-Capability assessment process has helped the world’s leading organisations throughout the past decade to make the right leadership decisions.
At Propel International, we have developed a propriety and holistic model of potential that is not only based on scientific research but has also proven itself time and time again in practice and in the field. Our unique deep dive Character-Commitment-Capability assessment process has helped the world’s leading organisations throughout the past decade to make the right leadership decisions.