Impact

Talent assessment plays a central role throughout the talent cycle – from hiring and training, to performance and development. Our aim is to ensure your company benefits from assessment tools and methods that can systematically increase decision quality, reduce resource costs, and enhance your employer brand. Here are just a few of our many client success stories that we hope can encourage you to demand more from talent assessment in your organisation.

Reduce Hiring Risk

Challenge

The new CEO of an Asia regional airline wanted to raise the standards of all areas of their operation – including the recruitment of their pilots. 

Solution

We guided them to complement their existing pilot assessment programme with two new tools covering bright and dark sides of personality. The company’s senior recruiters were trained on the tools and provided with an online test management system.

Outcomes

  • Increased recruiter's talent assessment capability

  • More extensive data points

 

MT Program

Challenge

A leading MNC brand in the chemical industry faced a challenge of high turnover of management trainees.

Solution

We updated the MT success profile and add “survival factors” linked to the client’s unique situation. Based on the refined success profile, new screening tools were added, and the final MT Assessment Centre (AC) was redesigned. New guidelines and behavioural assessment training were given to the HR and Line Managers.

Outcomes

  • 300% more data points

  • Reduced AC staff time by 20%

 

Leadership assessment and development

Challenge

The division head of an international pharma looked for a direct approach to improve the impact of senior sales managers and also reduce the risk of losing top talent to competitors.

Solution

A 1-1 performance coaching solution was set up, including psychometric assessments for self-awareness. The coaching programme was supported by mid and end-point surveys, and regular feedback briefings, to track progress and engage the divisional leader.

Outcomes

  • Highly successful

  • Extended twice

 

Competency Modeling

Challenge

A large national manufacturing company required competency models to systematically evaluate internal candidates for new Director and senior manager positions.

Solution

After identifying key competencies, a larger ‘Success Model’ was created by also uncovering the main drivers of engagement, and the leadership behaviours that could cause the most risk in the job.

Outcomes

  • Repeat the process for 10 more senior roles

  • Refine the process for efficiency

 

Senior Manager Selection

Challenge

Senior leaders of a State-Owned Enterprise wanted a fair and objective process for internal promotion.

Solution

We worked with the client to create a new Success Model, then identified online and offline assessments and efficient Assessment Centre (AC) programmes, tailored to each position.

Outcomes

  • Systematic and evidence-based process

  • Enable further personal development

 

Volume Hiring

Challenge

The campus assessment programme of a large real estate company was slow, and relied heavily on multiple traditional interviews.

Solution

We redesigned the client's assessment programme. The customized screening report allows the client to quickly identify the likely ‘fit’ between candidates and the target role.

Impact

  • Upgraded assessment programme

  • Hiring decision confidence improved

  • A reduction in graduate turnover

 

Developing Managers

Challenge

A multi-national media and events company wanted a better understanding of the potential of 100 managers and professionals, and of the natural strengths and weaknesses of key teams.

Solution

We evaluated cognitive abilities, personality traits and core motivations using 2 online assessments: CRTBi and PVQ.

Impact

  • Strengths and potential development areas for each participant

  • Deeply data analysis for future high-potential hires

 

2020 WAIC

Challenge

Supporting the 2020 WAIC, FSG wanted to demonstrate the power of online coding assessments. They needed a reliable, high-capacity platform testing the latest AI coding languages.

Action

We delivered a branded “codeathon” for AI-related coding skills, capable of supporting 5,000 concurrent users, offering a fast user experience, and producing insightful reports.

Impact

  • Supported FSG commitment to innovation and quality

  • Successful contribution to the WAIC

Fact sheet

New Code

Challenge

A high-tech enterprise was struggling to find an efficient, standardized way to evaluate the coding skills of job applicants.

Action

After a detailed analysis of the company's needs, working closely with the company's technical lead, an online platform was introduced, complete with customized coding tests (multi-skill levels and multi-language), and target cut-off scores.

Impact

  • Reduced screening time compared to technical interview

  • Fair, standardized evaluation process

Fact sheet

Full Makeover

Challenge

Feeling their current assessment approach was ineffective and unsupported by their supplier, this leading health and beauty company wanted a full assessment “makeover”.

Action

We introduced new screening tools, trained the recruitment team, provided ongoing coaching and data analysis.

Impact

  • ↑HR professional competency

  • Better data collection

  • Enabled a cut in the number of interviews by 30-40%, with no loss in hiring quality, by profiling successful hires.

 

Reducing Risk

Challenge

An international healthcare company needed to reduce the risk of hiring staff with counter-productive traits – especially those leading to rule-breaking or interpersonal problems.

Action

The TD-12 personality risk assessment was trialled, as an addition to the existing selection process.

Impact

  • The TD-12 was introduced across the company, along with on-going HR coaching and data reviews.

  • 10% of final stage applicants were rejected, increasing hiring quality.

TD-12

 

Integrity Screening

Challenge

Setting up operations in China, this international dairy company needed to ensure it hired staff who matched its high standards of integrity.

Action

We introduced a short online assessment to evaluate applicant integrity and stress tolerance. A new report was produced, tailored to the needs of their recruiting team.

Impact

  • All job applicants are screened for integrity and resilience

  • > 15% are screened out

TD-12

Job Board

Challenge

An innovative Asia-based jobs board wanted to offer robust screening tools.

Action

We designed cognitive and personality assessments tailored to their specific needs and client-base, and integrated them into their technical platform.

Impact

  • Thousands of reliable, valid tests are conducted every week, for MNC and Chinese organisations.

  • Ongoing analysis shows clear benefits for user organisations, including reduced applicant attrition, lower interview costs, and lower turnover.

 

360 Team Boost

Challenge

A consulting company wished to enhance the performance of its senior team, and improve alignment with their company Values. The CEO believed the team would benefit from a 360 survey.

Action

We designed and executed a 360 survey process – from planning to feedback – tailored to their unique situation and Values.

Impact

  • Improved team communication

  • New individual development goals

  • A platform for renewed team effectiveness

360 Survey

MT Selection

Challenge

An MNC wanted to improve the way it selected its MTs. With 4000 applicants for just 10 MT positions, its annual hiring process was effective, but was an administrative burden.  

Action

A detailed review of the assessment programme helped identify areas for improvement. We introduced new tools and refined the process, targeting efficiency gains.

Impact

  • Overall costs ↓ 67%

  • Programme time ↓ 41%

  • Manpower costs ↓ 57%

Critical Decisions

Challenge

An international manufacturing company was hiring a new country manager. Two remaining candidates both had potential weaknesses. The company wanted more insight to help make their decision.

Action

Each candidate was asked to take an additional personality risk assessment. All available information was then reviewed and cross-referenced with the client. A clear preferred candidate emerged.

Impact

  • Higher decision confidence for a key new hire

  • Potential risks could be openly addressed

TD-12

 

Talent Quality

Challenge

A global market research company wanted to improve the quality of its new hirers and reduce turnover. Jobs in the company were complex. Learning agility was a key requirement for success.

Action

A person-organisation fit assessment and new cognitive reasoning tests were introduced into the hiring selection programme.

Impact

  • ↓20% turnover in first year

  • Related savings in hiring, training, and performance costs.

 

Developing Managers

Challenge

A global pharmaceutical company wanted to add a personality assessment to a management Development Centre (DC).

Action

Using the 15FQ+, we designed a report that linked personality traits to their manager competency model. DC coaches received application training.

Impact

  • Report scores had significant correlations with all DC competencies

  • The branded report enhanced HR’s internal image, and aided user acceptance.

Custom

Customised Insight

Challenge

An automotive industry consultancy was having problems with talent assessments from an overseas supplier. Costs had increased and service had become a headache. 

Action

We offered cognitive and personality assessments, designed and run in China. Customised reports were set up to match their client’s competency models.

Impact

  • ŸPurchase costs ↓ >20%

  • With their own branded reports, their professional image was enhanced.

Custom

International Talent

Challenge

A leading Chinese industrial company needed to identify staff with potential to work overseas. They wanted a fair, objective, and systematic assessment process.

Action

Cognitive, personality, and behavioural assessments were introduced, aligned with their target competencies. Their assessor team was trained in the tools.

Impact

  • With over 4 years of use, successful applicant profiles are clear.

  • 15-25% of internal applicants can typically be screened out early