Client Spotlight - Talent Innovators: Serco's Jane Crane and Rob Ryan

In this blog, I will share my experience of helping one of the largest organizations in the world change their traditional assessment process for choosing Leaders in their company.

Call and contact centers are being shaped by advances in technology and AI. Despite this, the defining customer experience remains in the hands of the contact center agent.

We aim to demystify the process of assessment design, by explaining the most fundamental step involved i.e. deciding the blueprint/construct for computer-based non adaptive tests.

One Aon client, Serco, manages six prisons, employing 1,200 Prison Custody Officers (PCOs) and 1,200 Prison Escort Custody Service (PECS) employees – recruiting 400 people annually to each role.

How to utilize Candidate Net Promoter Score.

An interesting article in The Sunday Times Special Report explores the shift away from measuring ‘employee engagement’ and focuses on the ‘employee experience’.

3 things to consider when starting an NPS program.

4 reasons why candidate NPS is an important measurement.

Developing a pre-hire assessment process for Siemens to identify their graduate talent. Aon's Assessment Solutions offers best-practice Talent Assessment.

The benefits of gamified assessment in the candidate selection process.