Having operated successfully within the manufacturing, engineering and technology sectors since 2005, Sigma Recruitment is always looking at ways of improving our service to clients. One such initiative is the Sigma Elite Recruitment System, which has seen us partner with one of the world’s leading psychometric profiling companies. Here are some of the many benefits of the Sigma Elite Recruitment System:
Step 1 – Benchmarking – (Identification of job requirements)
Key to the successful completion of every recruitment assignment is defining the type of person required for the role. This is achieved using: –
Step 2 – Recruitment
Attraction – We identify and attract the best talent through a variety of activities, including:
Selection – We filter talent to ensure long-term success and retention.
Selecting a candidate ensures that the best fit does not happen by chance, however, the Sigma Elite Recruitment System enables you to recruit with science and tangibles, not luck. The following are key elements of the Sigma Elite package:
Step 3 – Retention & Development
The Sigma Elite Recruitment System is a genuinely all-encompassing approach to recruitment and retention. As such, the successful candidate will undertake a Self-Development Survey – a 30-page self-development and coaching guide that’s bespoke to each candidate and ties in with their psychometric profile. This tool has been proven to improve performance, increase job satisfaction, provide a framework to develop talent and, most importantly, increase retention rates.
The resources utilised during the Sigma Elite Recruitment System ensure that the retention of employees who have gone through the process is greatly improved when compared to those employees recruited under “a scattergun” non-scientific approach to recruitment.
*Please note that certain features of the Sigma Elite Recruitment System will incur additional fees.
The Sigma Elite job analysis is a discussion document that helps stakeholders identify key factors required for the role. The job Analysis allows users to consider and rank needs based on three different assessment levels.
Stakeholders are encouraged to consider what skills, qualifications and experience a successful candidate might need. They’re also asked what attributes, qualities and behaviours would best suit to needs of the role.
Groups or individuals responsible for recruitment should complete the Job Analysis. The Job Analysis is then conducted by one of the leading psychometric testing companies in the UK, working in partnership with Sigma Recruitment.
The Sigma Elite Job Survey is an online tool that consists of six reports and assists to define the behavioural requirements for any job at any level. Within our recruitment system, the job survey is used to create an internal benchmark for the role by establishing the type of behaviours you believe will assist a person in that job. A job description (tasks and duties) will tell us what we want someone to do and the job survey will tell us how we want them to do it.
Anyone responsible for recruiting can complete the Job Survey. The output is used to highlight any differences or conflicts stakeholders might have. This ensures agreement on the behavioural requirements of the role.
The Job Survey is conducted by one of the leading psychometric testing companies in the UK, in partnership with Sigma Recruitment.
The Sigma Elite Word Survey is an online-based personality-profiling tool, which takes 10-20 minutes to complete. The personality test measures core personality traits, as well as how a person is behaving in their current role or job. The analysis between the two shows any adjustments the individual is making. This is important, as it includes high and low morale etc. Essentially, the test indicates how a person’s temperament is likely to influence their future behaviour. This, in turn, helps identify strategies to recruit, manage, develop and retain.
Benefits of the Word Survey tool
Using the word survey tool will allow you to:
The Word Survey generates 10 reports that are broken into 3 sections: Understanding, Recruiting/Promoting and Managing/Coaching tips.
The reports include:
The Profile – A graphical summary that provides trained interpreters with a picture of his/her temperament/behaviour patterns – illustrating their natural style of behaviour and noting any changes they may be making because of their current situation.
Interpretation Report – This report provides a comprehensive and fundamental understanding of the potential assets (the individual will bring to the job, possible areas for development/concern and an indication of any adjustment to their current situation.
Leadership Profile – Provides a summary of their likely behaviour in a leadership role. Use this report if they are currently in or, an applicant for, a leadership position in your company, or if they may be required to assume leadership responsibilities from time to time (e.g. projects, meetings, special assignments
Selling Style Report –Provides a summary of his/her likely behaviour in a sales role. Use this report if he/she is currently in, or an applicant for, a sales role in your company, or if, in their current role, they’re expected to sell ideas or solutions or persuade others to her point of view etc.
Interviewing Questions – Behaviourally based Interviewing Questions are used to probe into candidates past on-the-job behaviours to allow you to predict future on the job behaviours.
Management Overview – This report can be used on a regular basis as a quick reminder of his/her profile. Be sure to study the other fuller reports before giving feedback or making decisions.
Motivating Factors – Use this report to understand his/her inner needs in order to assess whether they’re being met in their current job or if they would realistically be met in a potential new role.
Strategies for Coaching and Developing – This report gives guidance on how to work with them effectively. If you have a copy of your own ‘Do’s and Don’t’s, (found in this same report), comparing your expectations with theirs will be especially enlightening.
Developmental Learning Style Report – To select the best training approach, use this report if you’re training him/her on a one-to-one basis or considering investing in formal training courses for them. Any induction process will go much more smoothly if you understand and use this report in their first few weeks on the job.
Team Approach – This report will enable you to understand how they work in a team. If they’re currently on your team, you can compare this report with the Team Approach Reports of other members of the team. This will add considerably to your understanding of your team’s current dynamics. If he/she is an applicant, use this report to see how their style might impact those dynamics.
A Mental Agility Test measures an individual’s speed of thought, general mental agility and several key components of ‘intelligence’ against job requirements. This is a critical factor in job performance. Mental agility indicates the ability of an individual to think, learn and quickly absorb new information, systems and processes. It assesses vocabulary, verbal reasoning skills and the ability to perform simple mathematical functions.
A high score on an agility test does not mean that a person will be effective in a specific job. Nor does a low score indicate that a person will be ineffective. Scores must be assessed relative to the needs of a specific role.
A Mental Agility Test allows you to recruit candidates with the level of ability in the speed of thought required for your role. There are three types of mental agility used by Sigma Elite:
Mental Agility Test 1
Applicable to most groups, it contains 50 questions with a 15‐minute time limit. High performers in this test are of exceptionally high ability. E.g. top executives, research and professionals, some engineering and technical salespersons. People with this ability rating will be bored when employed for ongoing routine tasks.
Mental Agility Test 2
This test is appropriate for roles that require less mental ability and agility. It contains 50 questions with a 15-minute time limit. High performers will be individuals with above-average ability at this level, e.g. skilled technical people, non-complex service employees, some shop floor supervisors and first-line managers.
Mental Agility Test 3
This is the most basic agility test available. It contains 36 Questions with a 20-minute time limit. It’s appropriate for ancillary and shop floor staff where a basic understanding of language, numeracy and the simple technical drawing is required.
All Mental Agility Tests are conducted by one of the leading psychometric testing companies in the UK, working in partnership with Sigma Recruitment.
This provides support to help you with job interviewing techniques. Essentially it’s a practical report to help managers interview better that includes:
The Job Fit Interview Guide provides a list of targeted, role-specific interview questions to draw examples from the candidate’s past experience. It will help: –
In short, this tool provides a way to ensure consistent interview practice. Questions are tailored to the candidate based on their Survey profile and the behavioural needs of the role. Many interviews rely solely on competency-based questions. This report enables you to integrate key behavioural competencies as well.
The interviewer will complete the Job Fit Interview Guide. A unique Job Fit Interview Guide is generated for each candidate. The interviewer can make their notes in the space provided. This is good practice and demonstrates fairness and consistency across all candidates.
The Job Fit Interview is conducted by one of the leading psychometric testing companies in the UK working in partnership with Sigma Recruitment.
Development assisting retention
The Sigma Elite self-development plan and coaching tool creates a comprehensive development plan based on an individual’s natural temperament. The plan identifies and optimises an individual’s strengths and helps to manage developmental areas that may decrease personal effectiveness. It includes:
Why use our Self Development Survey?
In summary, the Self-Development Survey helps individuals understand ‘what makes them tick’ and how to maximise those strengths and includes 5 sections:
