Assess for insight,
Assess to activate.
Psychometric and behavioural assessment has the power to activate people and teams to be more effective and to enjoy the experience more. Leaders need detailed evidence to enable crisp, cutting edge decision making and this is home territory for the Multiplex team.
Strong selection or development assessment requires careful planning and implementation.
Done well, it enables powerful decision-making and it uplifts those being assessed.
Done poorly, assessment is about tests not people, the results are unclear or contradictory and candidates get wounded.
Plexiscan
BEST-PRACTICE MANAGER
OR SPECIALIST ASSESSMENT
SpryLeader
SpryCareer
MID-CAREER DEVELOPMENT
ASSESSMENT AND COACHING
SENIOR EXECUTIVE SELECTION OR DEVELOPMENT
Business runs on data; good decisions need strong evidence.
This is as true for people-decisions as it is for purchasing, leasing, planning and other investment decisions. In our hands, the science of assessment brings rich insight to the question of individual and organisational development. Questions like: "how can we increase the strength of our management team, recruitment by recruitment?"; "how do we improve the impact of our sales?"; "how do we develop key leaders to make a greater impact?" and "how do we build teams with great potential to succeed?"
Multiplex develops and implements a portfolio of assessments which can be used simply, as part of a Multiplex-managed process. Assessment is one of our core competencies; it is one of the central ways we help clients and candidates think better, make stronger decisions and create insight..
IS ASSESSMENT RIGHT FOR THIS PARTICULAR PROBLEM?
Assessment can become a breakthrough HR programme, but you need to think through the risks and potential benefits. It's not a simple choice, the Multiplex team will help you plan your strategy and the alternatives.
ARE WE USING THE BEST TOOLS?
The best marketed tools are unlikley to be best for your team or for your purposes. The choice of assessment approach is a critical part of your potential success, it's not about relying on past experience; let the Multiplex team guide you through building an assessment approach that measures the factors critical for you.
IS OUR ASSESSMENT PROGRAMME ETHICAL & WELL MANAGED?
With the Multiplex team you can be certain you're using best practices. Assessment is a really personal engagement and our aim is to add value to you, the client and to every candidate we work with on your behalf. Development or selection feedback doesn't always return good news, but it can always be delivered kindly and respectfully.
DO WE PROVIDE MANAGERS WITH GREAT DATA & CANDIDATES WITH KIND FEEDBACK?
Assessment provides a way to generate precise information and to support decision-making with evidence. The power of assessment lies in how feedback activates managers and the candidates we work with.
We never outsource feedback; it is the moment of greatest impact and value.
WHAT ARE WE MEASURING AGAINST?
We make assessment easy by providing clients with well crafted competence sets that we evaluate against. But sometimes it is right for your company to develop its own competency framework for measuring against. By partnering with Multiplex, you can make sure your own competency framework becomes the central measurement template. This approach defines high-value corporate assessment
Assessment Services
SpryLeader
DEEP-DIVE EXECUTIVE ASSESSMENT SOLUTION
This assessment is for key corporate roles, there is a selection or a development version and it integrates a full range of cognitive, leadership, personality and skills assessments with a comprehensive 90-minute interview. It includes feedback to the client and developmental feedback to the candidate
The whole process is delivered online and it is priced at around 60% of comparison assessments, simply because we can!
The client company receives our comprehensive report three working days after we collect all data. Once the process is complete, the candidate experiences a 1-hour coaching activation session in which the report is discussed and the person is supported to learn or even, to act.
SpryCareer
MID-CAREER DEVELOPMENT ASSESSMENT
50 years. That's how much time we are likely to spend working in our lifetimes! There will be times of change, doubt or rethinking along the way and SpryCareer is designed to support you at that moment.
Like a pit-stop for executives, it comprises an assessment and brief-coaching process specifically for experienced people who need to re-calibrate or re-examine how they want live and work from here onwards.
The focus is the Executive's story. Using assessment, a deep interview and two coaching sessions, we develop the story of the obvious and hidden pieces in the person's life. Life is not a collection of random events, there are central themes, recurring patterns and experiences. SpryCareer weaves this, and with the Career Profile, feedback and coaching we support the person to re-establish vision and firm-ground. We support the person to see what they already stand on, and what firm-ground they still need to build. This might be new relationships or networks, it might be qualifications and it could be new choices.
This is a kind, supportive process for everyone with ten years' work experience or more, who wants their career to continue to be meaningful and satisfying.
Plexiscan
MANAGER OR SPECIALIST ASSESSMENT
The most effective measures of potential or competence come from an integrated assessment. Plexiscan (Selection or Development) incorporates a range of tests and an interview; the individual's results are mapped against a competency profile and the result is a highly accurate and specific decision-report.
Plexiscan is for use across all teams and divisions. When it is used as a standard practice the client company steadily develops and enhances its recruitment or development accuracy. It blends an interview with various assessments; every interview and decision-report is written by our expert panel and it is quick; not instant, but from request to final delivery could take as little as four working days if the candidate is available.
Key areas of reporting include: competency match, level of work complexity (matched with the role), performance enablers and derailers, team role preferences and safe-hands competency profile.
