What Makes a Great CPO?

Extract from an article published in Supply Management Magazine:

“There are more than 96,000 procurement and supply professionals in the UK alone, according to CIPS estimates. For the ambitious among this large group, there exist only a handful of strategic CPO roles to compete for. So what helps someone get there? Is there a secret sauce of competencies, skills and behaviours that the best of the best have in common? It’s something SM set out to explore in a first-of-its-kind study to assess the psychometric make-up of forward-thinking procurement leaders.

We handpicked 45 CPOs from large, global organisations, including FTSE-100 listed multinationals, government departments and high street brands, and put them through the Great People Inside Full Spectrum, a completely new assessment platform just launched in the UK by psychometric assessment company Great People Inside (GPI).”

To read the full article, please access this link.

 

Great People Inside featured in ‘Executive Recruiting for Dummies’

We are really proud and honoured to be featured in the ‘Executive Recruiting for Dummies‘ as one of the best assessment and development solutions for recruitment.  For Dummies is the world’s bestselling reference brand. Each and every day, Dummies products are in the news, on bestseller lists, and, most important, helping customers turn “I can’t” into “I can.” This book offers great insight on how to find and hire the best candidates that “fit” into their company and for the job. You can also discover how to keep engagement soaring high long after the post-hire “honeymoon period”.

Executive Recruiting for Dummies is exactly what you expect from this type of book. It is easy to read and understand and it is written by industry giants: David Perry and Mark J. Haluska. They have a success rate of 99.54% in their endeavours to find the best candidates for the companies that asked for their services.

We all know recruiting can be difficult, because a bad hire can negatively influence your finances and that is why you do not wish to make a mistake. David Perry has expressed his satisfaction with our products having used them in his recruitment process personally: “As you will read in the book, we had an impressive success rate using Great People Inside – one of the best assessment and development solutions I have personally experienced. This Next Generation People Intelligence Platform is based on cutting-edge technology, and is probably today’s most advanced and innovative solution. It’s cloud-based, configurable and customisable to meet exactly your needs.”

If you feel this book is for you we recommend you buy it before March 20th. If you do, you will be entitled to exclusive professional bonuses which include never seen before content from: Amy Karam (The China Factor), Steve O’Hanlon (The Digital Bank Revolution for Dummies), Ron Wiens (Building Organisations that Leap Tall Buildings), Timothy Keiningham (The Wallet Allocation Rule) and last but not least Dan Hill (Emotionomics).
By reading Executive Recruiting for Dummies, readers will also learn:

  • Tips on assembling a first-class search team
  • How to research, find and successfully engage top candidates who aren’t even looking for work
  • How to create a robust and in-depth interview process
  • Secrets on closing the deal
  • Why hiring a large executive search firm can be one of your biggest mistakes

 

On top of that, you also get the chance to try out for free the best software tools for recruiting offered by Great People Inside.  For purchases or more information on the bonuses, please visit this page.

 

Great People Inside – Finalists at EuroCloud Congress 2016 for “Best Cloud Start-up Service”

Great People Inside was among the 3 finalists for Best Cloud Start-up Service at the EuroCloud Congress 2016. We are deeply honoured to have made the finals among the top international Cloud providers. We are also proud that, during this past year, Great People Inside has evolved from a local start-up developed in Bucharest to an international company based in Singapore, having representative offices in Europe, Asia and North America.

EuroCloud is an independent non-profit organisation and consists of a two-tier setup where every European country can apply to participate in as long as they respect the EuroCloud Statutes. The Mission of EuroCloud EuropeEuroCloud Europe is a pan-European cloud innovation hub, a completely vendor neutral knowledge sharing network between Cloud Computing Customers and Providers, Start-ups and Research centres.

EuroCloud builds strong Relationships with local governments and the European Commission and supports a stimulating environment for the development and growth of Cloud Computing. EuroCloud sees Cloud Computing as one of the most important drivers of a knowledge based society, where physical resources are optimised and shared resources are common.

Finalist

Great People Inside has won the Eurocloud Romania 2016 award for ”Best Cloud Start-up”

Great People Inside has won the Eurocloud Romania 2016 award for ”Best Cloud Start-up” with our fully customisable assessment and development platform GR8PI. As winners of the national EuroCloud Awards we will participate at the EuroCloud Europe competition 2016.

As an active member of the EuroCloud community, the EuroCloud Romania association represents a binding agent between the cloud industry, the users of the cloud computing services and the legislative branches from Romania and Europe. EuroCloud Romania is also a member of the EuroCloud Council.

EuroCloud Romania acts as a colective voice of the Romanian cloud computing industry in order to allow the development of a local cloud ecosystem and to increase visibility of Romanian cloud solutions.

On top of that, EuroCloud Romania serves as a strategic partner of the multinational and Romanian corporations that want to raise the awareness of the cloud services in Romania, through awareness and educational activities and by moderating the active community of the cloud computing industry from Romania.

”This year again we are glad to see the constant engagement for quality and openness to the international markets of the Romanian cloud providers. The cloud model cancels geographical barriers and opens new markets for the local suppliers, and the Romanian cloud solution providers understand and leverage this advantage with success.”

For more details about the EuroCloud Romania Awards 2016, please visit: http://www.eurocloud.ro/en/eurocloud-announces-the-winners-of-the-eurocloud-romania-awards-2016-competition/

 

Algorithm vs. Human Instinct

Everyone wants to have the best people in the right positions. But how exactly can you accomplish this?

This is where HR steps in. Most people underestimate its importance, but studies have shown the great hidden impact that great HR can have on any organisation.

Watson Wyatt surveyed 405 publicly traded companies of all types, posing 72 wide-ranging questions on everything from training to workplace culture to communications. In order to come up with a so-called Human Capital Index (HCI) score for each company, a statistical formula was applied (HCI measures how well an organisation makes use of the ability of an individual to perform. A higher human capital index indicates better management of human capital by the organisation. It is measured on a scale of 100). Then the subject companies were sorted into three HCI-rating categories: low, medium, and high. The companies in the high-HCI group delivered a 103 percent total return to shareholders over a five-year period, compared to 53 percent for low-HCI and 88% for medium-HCI companies.

While psychometric testing and performance prediction have evolved considerably over the past 100 years, their value is often under appreciated. In this article from thepsychologist.bps.org.uk,  two critical lessons from this broad field of research are highlighted. Namely, research on performance prediction has taught us the importance of choosing the right people and using the right tools to do so.

As it is mentioned in the article, selecting the right candidates is an important goal, but we must not forget about the one with equal importance – screening out undesirable candidates. The consequences of choosing the wrong people can be extremely detrimental for the company, as they lead to increased turnover rates, higher recruitment costs, and training expenses, along with lost productivity and decreases in morale among all employees. The high costs associated with replacing poorly performing individuals make it all the more important to identify and select the best performers in the first place.

This is where you have to ask yourselves: on what should I base my decision when selecting a new candidate? Human instinct or a pre-employment assessment system? The thing is – people are very good at identifying what exactly it’s needed for a certain position in their company and at extracting information from the candidates, but they are doing poor at interpreting the results. The analysis made by Harvard Business Review (HBR) on 17 studies of applicant evaluations shows that a simple equation outperforms human decisions by at least 25%. This is valid for any situation with a large number of candidates – no matter if the job is on the front line, middle management, or in the C-suite.

There are also several other benefits to the company that an employment evaluation system can bring. It provides leaders with valuable information not only about their candidates, but also about their existing employees. This helps you identify their development needs and their strongest abilities, which you can improve, based on the given feedback.

This doesn’t mean that you should completely remove the human judgment from the equation.

A great way to make the best decisions would be to use exclusively the assessment systems in order to narrow down the number of possible candidates to only a few before you involve any human judgment. Afterwards, you can make the final decision by consulting with the managers that you trust the most.

In order for the assessments to be successful, there are certain rules that must be respected:

  • Understanding the importance of the assessment process and it’s role in identifying the performance levels can lead to the success or failure of the process
  • Respecting the methodology suggested and agreed upon by the company leads to maintaining the objectivity, regardless of who is being assessed
  • Encouraging employees to get involved in a permanent self assessment process and ask for feedback. This leads to self-motivation and engagement.
  • Follow up the assessment. The assessed employee and the assessor will meet for a follow up session to analyse and discuss results, certain situations and evaluate the potential solutions for the identified problems, which leads to mid-term and long-term development.

 If you need more information about how the assessment system works, get in touch with a consultant now!

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