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A major not-for-profit organisation had encountered several instances of negative behaviour amongst staff, leading to legal, wellbeing, morale, and reputational issues.
SACS undertook high performance modelling of the organisation’s care provision staff. The organisation chose a representative group of its best staff who were psychologically assessed and competency interviewed. SACS developed a recruitment kit based on behavioural interviewing and psychological assessment to ensure that staff with the positive characteristics were hired in the future and those with the markers of dangerous behaviour were screened out.
SACS helped the organisation build a new approach to candidate attraction including an Employee Value Proposition and new recruitment advertising. The organisation was able to attract a wider range of high quality candidates due to this refresh of their attraction approach using the psychology of candidate attraction.
SACS also designed a volume recruitment methodology based on a combination of assessment centers and psychological assessment which allowed the organisation to catch up on a backlog of vacancies, thereby taking pressure off the front line staff.
SACS partnered with the organisation at all stages to ensure that the new approaches were effectively embedded and staff were trained in their implementation.