GRADUATE RECRUITMENT

Client: Berkeley Group Plc

Primary objective: To select the best graduates to grow Berkeley Group’s long-term management capability

Our approach:
Our client needed to identify graduates who had the skills and ability to be competent at entry level, and that had the potential to develop and grow with the organisation; providing a sustainable yet varied pool of talent.  Within the group of graduates selected, it was important that many of the graduates had the potential to be developed within the business onto the Executive Board of Management.   

What Bluestone did:
We designed and managed the ‘Berkeley Academy’ graduate recruitment program. Initially we conducted critical incident interviews to identify success factors within the business. Key competencies and behavioural indicators were developed, that were aligned with the culture and strategic focus of the organisation. From this, a specific assessment centre was designed, using the latest online selection and assessment tools to shortlist candidates.

Utilising the success factors we screened the application forms, and then conducted competency based telephone interviews on the remaining candidates to identify who to invite to the assessment centres. The assessment centre comprised personality profiling, ability tests, creative and lateral thinking tests, a business presentation, several group exercises and a further interview. Those that met the stringent criteria were selected.  We provided in-depth feedback to all successful graduates, to ensure that they were aware of their strengths and development needs.  We re-contacted newly recruited graduates after an initial period in the business to check on their progress, and to provide developmental support.  We worked in close partnership with the client at all times and helped them to develop their graduate website, ensuring it provided information for candidates to decide whether Berkeley would provide the right environment for them to succeed, and to clearly signpost the assessment process.  The Berkeley Academy has been running for 4 years and has become an integral part of their Talent Management strategy.

Client Feedback:
The Academy has a very high profile in the business due to its ability to consistently recruit high performers. At a recent presentation given by Academy graduates during a conference on sustainability Tony Pidgley, Group Managing Director praised the quality of the research produced by the graduates and specifically on the calibre of the individuals involved.

 

The Berkeley Group has used Bluestone over a number of years to manage their Graduate Recruitment.  Bluestone has competently managed the complete process including the advertising, shortlisting and the assessment days. Bluestone has continually provided outstanding quality, the assessment days have been efficient and effective, and consequently the calibre of graduates has been excellent.

Peter Kemkers
Finance Director
St James Developments

ASSESSMENT CENTRES

Client: Centrica Plc

Primary objective:
To increase IS capability through improving the calibre of candidates selected at Assessment Centres.

Our approach:
An external provider had recently redesigned their assessment centre process but the client was dissatisfied with the results. We interviewed a selection of key stakeholders to identify their views on the pros and cons of the current process. We reviewed all the assessment centre materials to ascertain their strengths and to identify where improvements or amendments were necessary.

What Bluestone did:
After interviewing stakeholders and reviewing materials we identified that the current process whilst challenging relied too heavily on written exercises and interviewing. It failed to assess candidates in team environments or any interactive simulations of line management responsibilities. There were also enhancements made in terms of the rigour of the process of integrating information to make sure each candidate was discussed in depth, before decisions were made. We decided that existing materials could be adapted and we set about redesigning the centres by including group activities, 1-2-1 exercises, improving the interviews and tightening up the process of evidence collection and decision making. We ran pilot centres to assess the improvements, and to modify where necessary. Finally we worked with our client to support the assessment centre process, by having our consultants manage the running of the centres, and modelling best practice until it was felt that the skills had been effectively learnt in house.

Client Feedback:
Feedback from the IS managers was extremely positive. Substantial improvements were seen in the calibre of staff recruited. Management buy-in to the whole assessment centre process was increased. Due to the in-depth nature of candidate review it was possible to use information gained at the centre, to give accurate feedback to new hires regarding their strengths and weaknesses. As better quality information was collected at the centres, it was also possible to give clearer feedback and instructions to recruitment agencies, which improved the suitability of applicants sent by these agencies.

DEVELOPMENT CENTRES

Client: Centrica Plc

Primary objective:
To develop senior IS management capability through development activities.

Our approach:
Initial consultation identified that the client had a predefined set of leadership competencies that were standard across the business. We proposed that development needs could be identified by undertaking a gap analysis, assessing managers against the leadership competencies of the level above. We drew on research and best practice to design a development centre process that was fair, valid and engaging. We worked in partnership with the internal Learning and Development Leadership team to ensure all generated outputs were aligned with the Talent Management succession requirements.

What Bluestone did:
We designed and are responsible for the ongoing delivery of two day development centres. Participants are assessed against the competencies of the grade above their current post. The first day comprises assessment via role plays, simulations, group exercises, interviews, and ability tests.

The second day focuses on developmental activities. Personality questionnaires and learning styles inventories are used to increase personal insight, and participants are prepared to receive feedback. The feedback preparation has proved an essential element, as inability to accept and use feedback is a common barrier to personal development. Participants receive 1-2-1 feedback and coaching that identifies development opportunities. Outcomes include an action plan generated by the participant during coaching, and a written report prepared by a Bluestone consultant. This serves to ensure the value of the development activities is transferred back to the workplace.

The development centres are run by the Bluestone team in partnership with senior executives and learning & development specialists from Centrica. To maintain the integrity and accuracy of the development centre we provided a thorough one day Assessor training for business observers.

Client Feedback:

LEADERSHIP DEVELOPMENT PROGRAMME

Client: AIB Capital Markets

Primary objective:
To provide the ‘fundamentals’ of management training and development of leadership potential.

Our approach:
The client wished to capitalise on the output from their management development centres and to provide a structured development programme. We reviewed the data generated from the centres which highlighted areas in which development was most frequently required. Using the data we worked closely with the learning and development team, and with representatives from the across business, to generate a cohesive and integrated leadership programme. The programme, like the management centres, is attended by all newly appointed managers across the business.

What Bluestone did:
Design and delivery of ‘Leading the Way’ leadership programme, comprising an 8-day workshop for managers. Rolling programme attended by all managers comprising 4 x 2 day modules, covered over a period of six to nine months.

The ‘Leading the Way’ programme has been designed to meet the development needs of the managerial population. Four modules have been developed, in a progressive way, to cover the following areas:

This development initiative has been successfully operating since September 2002. The modules are frequently updated to reflect latest scientific and management research, and to integrate delegate feedback, which has been consistently high across the six years of delivery. Due to the high quality of the programme, and the depth of learning achieved by delegates, it has been accredited by the Institute of Bankers, Dublin. Bluestone worked in partnership with the Institute of Bankers and AIB to complete the accreditation process.

Client Feedback:

 

The course is an absolute must for anybody in people management.

A remarkable and worthwhile experience.

The facilitators have an excellent knowledge and understanding of the business units within which the candidates are working.

Jane.L.Kavanagh
Dealer
Treasury and International

Found I didn’t fade and kept listening due to the interactive style of presentation and variety of the material - Niamh  

Facilitators seem very interested in their work, their animation is infectious – Triona

The facilitators were very enthusiastic and knowledgeable about the subject area, and very intuitive to the groups’ needs - Caitriona

A very well run course, very practical and easy to apply the idea’s at work – Niall

I think both facilitators provide a warm, open and friendly atmosphere which helps learning – Lisa

The role plays were very educational in learning different techniques for dealing with aggressive situations – Alan

The facilitators made good use of personal examples to illustrate material – Sarah

The course content was very useful and relevant, the exercises were difficult, but proved to be an excellent source of learning – Bridget

I have used the techniques I learnt on the course to successfully manage challenging and stressful situations – Vanessa

Identifying my dominant learning style as a ‘reflector’ has allowed me to play to my strengths in my role – Gloria

Learning to question effectively has enabled me to take more away from meetings – Brian

I have received very positive feedback from colleagues and management and my improved listening skills have enabled me to create better working relationships – Jane

My enhanced ability to influence and negotiate has had a profound impact on my daily job – Conor

My performance review following the programme was the best I have had; this was due to my growing confidence in dealing with my team and senior managers, and being able to delegate more effectively so I can focus on managing people.  – Eimear

COACHING MASTERCLASS

Client: Centrica Executive Team

Primary objective:
To enable the executive team to develop and capitalise on their coaching skills.

Our approach:
We conducted an in-depth interview with the client, and issued pre-course questionnaires to participants, to assess existing skill levels and to identify development areas that were of most value to participants. The existing high standard of participant’s coaching abilities meant pre-assessment was essential to ensure the masterclass addressed areas in which they could gain greater knowledge and experience.

What Bluestone did:
We designed a one day coaching workshop which focused on developing core skills and strategies to progress participants in their pursuit of excellence in coaching. The workshop was designed to integrate theory with the opportunity for participants to practice their skills.

The workshop covered a range of coaching skills including how to give effective feedback, how to recognise and challenge performance inhibiting beliefs, and how to motivate performance through goal setting and structured performance planning. The emerging area of positive psychology was integrated into the day to inform feedback best practise. We also introduced the concept of identifying and working with performance inhibiting, and performance enhancing, thoughts and behaviours. This process is effective in creating behaviour change and enables the coach to gain valuable insight into coachee, and organisational, strengths.

Client Feedback:
Participants reported their most significant learning was achieved through:

• Gaining an understanding of learning styles
• Applying their learning in role plays
• The introduction of a coaching model
• Applying cognitive behavioural theory (CBT) principles to explore and eliminate performance barriers

ASSESSOR TRAINING

Client: Large supermarket chain

Primary objective:
To train managers to be competent assessors for a nation-wide recruitment strategy.

Our approach:
The assessor skills development formed part of a larger project to recruit store managers. Using interviews and critical incident technique, store manager success factors were identified and a competency framework was created. Assessment centres were designed to measure candidates against the competency framework using a combination of personality profiles, ability tests, presentation, group challenges and an interview. The assessment centres were run by consultants in partnership with managers from within the business.

What Bluestone did:
To maintain the integrity and accuracy of the assessment centre we provided Assessor training for the business managers. The aim was to equip managers with the skills to conduct fair and accurate assessment. The workshop comprised an introduction to the background of assessment, key assessor skills and familiarisation with exercises. The format gave the opportunity to practice skills in a ‘safe’ environment, receive feedback, and to experience assessment activites in a ‘live’ environment.

Client Feedback:
This national programme to develop assessor skills fully assured the high quality of observer skills at all assessment centres. It enabled business managers to work in partnership with the recruitment experts to ensure a highly successful selection process.

INDIVIDUAL EXECUTIVE ASSESSMENT

Client: NABI Biopharmaceuticals (EIRE and USA)

Primary objective:
To conduct individual assessments to select a senior executive for an international post.

Our approach:
We worked in partnership with an executive search company, in order to individually assess candidates short listed for a senior executive position based in Europe. Our role was to provide insight into the candidates, to assist in the final selection decision. Assessment was based on a predefined competency framework. The client was a multi-national organisation and potential candidates were located across the world, we therefore adopted a flexible approach to assessment that utilised online personality profiling, followed by an in-depth, face to face, assessment day.

What Bluestone did:
The psychometric assessment was completed by the candidates online and then followed up with a full day assessment, the outcome was a comprehensive written report on the candidate’s suitability for the position. The assessment comprised a compilation of different psychometric tests, and exercises, selected to measure the prospective employee against the competencies necessary for success in the role. We used a personality profile that additionally gave information on candidate’s team type and leadership style. The written report highlighted strengths and potential development needs.

The assessments and reports enabled the client to make an informed selection decision. They provided a means of comparing candidates, highlighting the differences between them, looking at their potential fit with the culture of the organisation, and likely impact in the role.

Client Feedback:
The client was extremely happy with our assessments and the post was successfully filled. We were retained and have completed further assignments.

INTERVIEW SKILLS TRAINING

Client: An executive search company

Primary objective:
To further develop the competency based interview skills of consultants.

Our approach:
We designed a specific course appropriate to improving the skills of highly competent interviewers.

What Bluestone did:
The workshop was both theoretical and practical. It aimed to develop knowledge and skills in the following areas:

• Awareness of competency frameworks and why they are used
• Developing interview questions based on a client’s competency framework
• How to design and run a structured interview
• Conducting a probing interview to determine competency levels
• Taking meaningful interview notes
• Objective comparison and assessment of candidate competency levels
• Interviewing best practice

Client Feedback:
The benefits realised by the client included:

• A more structured and consistent approach
• Greater fairness and reduced bias
• Assured compliance with employment law
• Improved selection decisions due to more accurate prediction of future performance

COMPETENCY MODEL DEVELOPMENT

Client: A property group

Primary objective:
To develop a competency model for the Executive Board.

Our approach:
The client wanted to improve the functioning of various Executive Boards across the different business regions. In order to do this it was essential to identify the competencies necessary for successful performance. The raison d’être was to be able to assess potential candidates against the new framework, and also to consider their development needs relative to the role of Executive Board Member. We decided in consultation with the client to interview a representative sample of position holders and also to conduct job profiling questionnaires.

What Bluestone did:
Over a period of a month, we conducted critical incident interviews and job profiling questionnaires with at least 4 job holders for each position on the Executive Board (e.g. 4 x Financial Directors, 4 x Commercial Directors, etc). We then collated all the data to identify success factors for each role, and then for the total Executive Board. We produced job descriptions and person specifications, to aid effective recruitment and management. We also developed a full competency framework, including detailed examples of behaviours. These included specific cultural aspects unique to this client’s business which generic ‘off the shelf’ competency frameworks may omit.

Client Feedback:
The client was delighted with the framework, and has continued to use it over the past 5 years.  It has been used to successfully recruit high potential graduates joining the organisation for purposes of grooming them into specific Executive Roles, such as Land Directors.  

TEAM DEVELOPMENT

Client: Laing Homes (now part of Taylor-Wimpey)

Primary objective:
To undertake team development to improve team performance and cohesion.

Our approach:
The first stage was to obtain a thorough understanding of the team purpose, environment, current, and desired performance. It was important to the client that we focus on team specific issues rather than generic team building. We designed a pre-course ‘team effectiveness’ questionnaire that identified where the team was performing well and also what they perceived were the hindrances. This enabled us to plan bespoke, targeted, development activities. A key driver for the client was that learning could be easily transferred back to the workplace to ensure impact and longevity.

What Bluestone did:
We designed a workshop to explore team dynamics and interpersonal style. This enabled team members to increase self awareness of interpersonal style differences and learn the value and necessity of such differences in an effective team.  The workshop drew on current research literature to outline the characteristics of an effective team. The results of the ‘team effectiveness’ questionnaires were used to generate insight into their own team functioning, and to assist Bluestone in assessing the best team development activities for each specific team. The teams were assessed using a personality profile that also generated Belbin team types (i.e. what role preferences individuals have when working in teams such as liking to take charge or being the ideas person).  The workshop was designed to be interactive and fun as well as practical and challenging. 

The workshop assessed and modified team behaviours to enhance performance. It also built self awareness and provided the delegates with more effective tools to improve growth, development and self-management in interpersonal and team environments.  

Client Feedback:
Team leaders reported that the team dynamics had improved and that team members treated each other with greater respect and tolerance.  Team leaders also had a clear understanding from the results of the team effectiveness questionnaires, what areas needed to be celebrated and which areas needed further development.  Improvements were reported in the key development areas at follow up discussions six months after the workshops.  

 

The board of management's style has dramatically changed for the better thanks to the Bluestone Team. We now all treat each business decision in an entirely different way to utilise individuals’ skills, we are now a much better Board of Directors and our teams are grateful too!

I've always wondered how best to motivate the team but not any more thanks to Bluestone.

The Bluestone team are like Viagra for the brain.

Paul Bennett
Sales & Marketing Director

I have found the business coaching provided by Bluestone to be a very enlightening experience. It has helped me to view issues from a different perspective and has helped me to identify and address my own development needs. I would recommend the service without hesitation.

Sean Ellis
Regional MD

 

TRANSITION RESTRUCTURE

Client: British Gas

Primary objective:
To assess current employees against new roles following a business area restructure.

Our approach:
The client was upgrading the role of Call Centre Manager. All current managers needed to be assessed against the projected requirements of the new role. We worked with the HR team to help define the competencies and to assist in designing a development centre process that would assess all participants. As the client already had some existing assessment materials Bluestone worked to adapt and enhance these. 

What Bluestone did:
We designed the development centres to include a comprehensive range of exercises including team activities, 1-2-1 role plays and an in-tray.  The centres were carefully managed to make them as friendly and non-threatening an environment as possible. Bluestone assisted the HR team by providing assessors when required, and providing administrative support.  Comprehensive evidence was collected on all participants to ensure in-depth and detailed discussions on their strengths and development needs in relation to the new role.

Client Feedback:
We were commended on our ability to respond to very tight deadlines and also on the high quality of the assessment materials.