The McQuaig Word Survey is a personality assessment that measures personality traits and how a person behaves at work. Key information provided from the McQuaig survey includes leadership approach, how they work in teams, selling approach, ego, level of independence, sociability, compliance and drive in addition to a general overview. The candidate can be assessed against a job survey to see how well they fit the requirements of the actual role (job survey $70 + GST). These take the candidate around 15 mins to complete.

If the business or specific teams have completed DiSC, using a DiSC profile tool to see how the candidate will fit into, or balance, the team can be really helpful. The management profile can also highlight the key people management strengths of the candidates natural management style. Workplace, Management or Sales profile take approximately 1 hour.

The Profile XT and SA are pre-employment screening tools that measure key behavioural traits as well as assessing capabilties such as verbal skill, verbal reasoning, numerical ability and numerical reasoning, manageability, energy levels, assertiveness, decisiveness, independence and objective judgement. It also matches core interest areas to those of the job. A job profile can be used from the general bank to assess against, or the business can create their own profile to have thecandidate assessed against. PXT is for all non-sales roles, PSA is for sales style roles. This assessment takes the candidate around 1 hour.

We can approach people from your competitors in similar roles, or from a specific list of people you want to connect with – with complete anonymity.  We can also conduct targeted talent searches on appropriate job boards and LinkedIn to connect with suitable candidates. If you have a difficult role to fill and/or you’re seeking a skill set that’s hard to find, this service will help.

An interview and CV alone won’t ensure the person can actually DO the job you’re hiring them for. We can develop a range of suitable capability assessments based on the core elements of the role. Tasks can include pieces of writing, solving problems, demonstrating sales ability, designing a project, answering enquiry calls, attention to detail tasks or technical problem solving and reporting and so on. Designed to assess if the person can perform the core function of the role to a suitable level, capability assessments are often the missing piece in traditional recruitment processes. We get creative to really test the ability and skills of the candidate for you!

You may have selected a recruitment package that doesn’t include us interviewing for you or with you. In the event that you decide to ask us to conduct interviews for you as part of the process we will liaise with you on how you want us to interview so we don’t waste your time or money. We can conduct phone interviews, zoom interviews, face to face interviews or come to your premises and conduct interviews with you – whatever you need. (Min 3 hours to come to your site).

Prior to going to market or once a suitable candidate has been identified, it’s always best practice to have a fully fleshed out position description developed to ensure the candidate is set up for total success in their new role. We will consult with you and any relevant members of your existing team, to create a thorough position description for your new incumbent.