Surveys | Engagement Survey Provider|Smithfield Performance

Measuring Talent

Measuring talent is hard, let's face it. Everybody has got talent, and all of us have been or can be successful given the right environment and the right circumstances.

What we do is point people in the direction for their talent to flourish. This may be in the same organisation but in a different role, it may be in a different organisation, it may be in a different career altogether.

Read about our talent development work at Molnlycke

And for organisations who contract for our services, we can help you to make good choices about who to recruit, who to promote, and the best way to develop.

Assessment & Development Centres

Robust programme design

Our business exercises are designed to draw out leadership competency behaviour that matches our client requirements. We can design multifaceted exercises tailoured specifically for you and your business, or you can use our exercises that have stood the test of time.

An energising learning experience

We design Centres that stretch even the best delegates to their leadership limits whilst making sure that the Centre is a positive and memorable experience. Intense, simulation-based learning is the best kind of learning.

Programme Design Options

From one-day Centres up to a full five-days of intense leadership development
On-site or off-site venues to suit the purpose of the Centre
Business minded behavioural experts who facilitate the programme and provide support and feedback throughout
Built-in 360° feedback for each delegate as pre-work, with a 1:1 coaching session on the results while at the Centre
Optional psychometric profiling - ability testing, personality profiling, career profiling
In-depth personal development reports for each delegate providing a full synopsis of the Centre outcomes

Psychometric Profiling

When to use Profiling

In leadership development programmes to help delegates establish a deeper understanding of who they are, their strengths and areas of weakness.
In selection events, to gain a deeper insight into the capabilities of candidates - insights which are very hard to establish in an interview.
In career evaluation - where somebody is contemplating choosing a career, or changing a career. Profiling provides valuable data to help make an informed decision.

Our Profiling Tools

Licenced with SHL, Hogrefe, Hogan, Myers-Briggs, plus many others.

Personality and leadership style profiling tools from all the leading profiling providers.
Measures of strategic thinking potential using standardised and structured Situational Judgement Tests
Senior Manager & Graduate Level Numerical, Verbal and Abstract Reasoning Tests from all of the leading suppliers of ability tests
Career assessments for career guidance and career transition.

Measuring High Potential

How well are you filling your high potential pool and mapping out your succession planning? Are you using objective assessment - reasoning tests, behavioural observation in a centre using validated case study content?

Objective assessment minimises the biggest risk in a HIPO programme - that the HIPO won't be effective when they move into a more challenging role. This is the risk that we help to minimise.

Objective assessment of what?

The Smithfield Potential Model is a combination of three key attribute domains - thinking competencies, interpersonal competencies, and motivation competencies.

It is the sensitivity with which we measure these competencies that helps our clients to gain a competitive advantage in identifying their future leaders, from our assessment and development centres, to our case study exercises, to our 360° feedback criteria, to our psychometric profiling. Our methods are consistently aligned to identify evidence of potential, and our data is robust enough to support critical business decisions.