With only four months left in the year, there is still much to do here at Propel!
We plan in the coming quarter to provide opportunities for skill building, networking and knowledge sharing for our current valued clients as well as for new prospects seeking innovative solutions in the talent assessment and development space.
In our pipeline includes a joint Breakfast Club event with a leading technology company on the topic of SME Challenges in Talent Assessment & Selection; training workshops in Saville Assessment psychometric tools, Emotional Intelligence skills, and Brain-Based Coaching; and finally the opportunity to meet the Propel team and experience some of our innovative products at the upcoming Dubai HR Summit & Expo in November.
Watch this space to learn more about upcoming events, and reach out for more information if you would like to participate!
PROPEL AROUND THE WORLD
Propel Middle East
Apart from celebrating Eid al-Adha, we took this break period to prepare for the storm after the calm as the months starting from September are historically our busiest months and this year promises not to be any different.
The month of August also allowed us to focus on making significant progress in relation to our brand new Propelinos programme and we aim to conduct a couple of focus groups at the beginning of next month.
Our vision with Propelinos is to nurture young people’s happiness and success around the world. We aim to achieve this through the delivery of a programme that equips youngsters with important life skills as well as psychological tools, such as growth mindset and resilience through fun and engaging activities.
This month we are involved in a graduate exercise design for an assessment centre. We originally created these exercises 3 years ago and the client is keen now to see the exercises refreshed.
This is important for a number of reasons. Firstly, the content eventually finds its way into the public domain, especially through sites like Glassdoor; this brings the case that the assessment becomes less fair as the exercise situations are more widely known.
In addition, 3 years is a considerable amount of time and a good period to reflect on how well the exercises are working, the amount of differentiation they are creating between candidates, and deciding if the content and competencies are still the most relevant.
Stakeholder engagement is also a key part of this process. The job analysis interviews allowed us to connect to stakeholders about the role and exercise content as well as the overall process. This has resulted in valuable feedback for the client and a more engaged group of assessors for the next group of graduates.
Propel New Zealand
Understanding what good looks like in a contact centre environment has long been an area of interest for organisations.
With the world of work changing at a fast pace and expectations of customers increasing, the attributes and abilities needed in a contact centre also need to shift.
Propel NZ have been working with a large New Zealand Insurance Firm to define those competencies that differentiate high performers in their contact centre, utilising previous performance data and information gathered from assessment centres to create a fit profile.
Utilising Game-Based Assessment – which is an engaging, fun and scientifically robust way to assess entry level candidates – we have been able to measure those critical behaviours early on in the selection process and provide useful information to support decision-making.
The month of August has been a great one for Propel Spain as Senior Consultant Helena Woodcock relocated from Dubai to Barcelona. Her arrival has significantly increased our bench-strength and allowed us to more easily deliver client projects in both Madrid and Barcelona.
Helena has been managing our global technology solutions for the Zurich account and has been recently involved in the creation of around 30 talent portals across the world, including customised 360s and reports mapped against our clients' competencies. Similar to other regions, we are expecting the final stretch of 2019 to become increasingly busy with projects.
On the 29th and 30th of July, Propel New Zealand attended HR Innovation and Tech Fest, New Zealand’s most exciting and progressive gathering of HR leaders and disruptors. The conference celebrated the talent, technology and ideas transforming the future of work. We were in great company, sharing the Talent App Store stand with other innovative partners focused on bringing valued clients together and exchanging knowledge. The conference provided stimulating topics, interesting speakers and the chance to share some of our technology innovations in the HR and L&D space.
Learn how to implement and interpret the results of Saville Assessment's industry-leading assessment portfolio at Propel International's inaugural Saville Assessment Accreditation Workshop in Dubai, September 9th and 10th.
Contact firstname.lastname@example.org to sign up!
MEET A PROPELLER
Why are you passionate about Propel?
I’m passionate about Propel because the solutions that we offer to clients are the solutions that we practice internally, and I enjoy the benefits of these first-hand. Working alongside a team of highly capable, committed professionals in an organisation that fosters genuine care and collaboration contributes largely to my present happiness and this owes much to Propel’s expertise in Selecting for Success.
Being involved in the planning and delivery of several talent development programs has also exposed me to invaluable concepts like self-awareness. In Propel, I’ve been given every opportunity to discover and develop myself through 360 surveys, psychometric tools such as personality and emotional intelligence questionnaires, as well as feedback sessions and workshops conducted by our own consultants.
These have really motivated me to give back to my organisation, and because of this I really believe in what we do for people and in the value that we bring to clients.
What is your advice when it comes to talent assessment and development?
There have been occasions where, after the successful conclusion of a development centre program, participants express their enthusiasm and desire for more. I usually respond by expressing a similar hope in partnering with their talent management team to further expand the program.
While participants are always encouraged and expected to take ownership of their own development after events, I do think there is room for employers to fuel employees’ appetite and further capitalise on the initial momentum generated. Some clients hesitate to commit to more longer-term, comprehensive programs but these are more likely to help participants internalize and adopt a development mindset and help them sustain and reach their development objectives.
On the other hand, an existing culture of coaching and mentorship may be sufficient to drive this forward internally. Personally, I love to hear when participants’ managers buy into the process as this leaves us with the confidence to step back knowing that we have done our full part.
What pioneering project are you currently working on?
It’s been quite an exciting time as Propel has been taking huge strides, and every new project I take on seems to be larger in scale than the previous one. Just last month, we assessed almost 200 individuals in two weeks for a large succession planning project in KSA and are expecting to conduct another 300 assessments under the same program next month. It was challenging to pull together and mobilise resources on relatively short notice, but this was made possible thanks to our global pool of associates as well as the flexibility of our internal consultants.
We are also preparing to launch a massive 360-degree feedback survey for approximately 4,000 individuals for a large conglomerate in the MENA region. What’s interesting about taking on projects of such magnitude is that it challenges us to innovate and automate processes without losing our flexibility and ability to tailor to our clients’ needs.