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Group 360 Assessments Are What We Do Best
Group 360 Assessments Are
What We Do Best

Origin recently conducted a 360 assessment of 13,541 managers
globally and across all levels within the client organisation issuing
11,893 individual feedback reports. By adopting our professionally
managed phased-approach all this was achieved in as little
as 2 months!
Click here to see how we can do the same for you.

Large-scale Online 360 Assessments
Large-scale 360 Assessments

“from the planning phase, through to the execution system,
and technical support, you have once again enabled
us to facilitate the process within the group, with confidence.
Of special note is your willingness to accommodate certain
special requests and deviations from the status quo.”
Nadine Fedeli -- Manager HR: PSS Talent Management
OD & Change Sasol Shared Services Sasolburg.
We can do the same for you. Click here.

Our Clients
Our Clients

Origin is the measurement solutions provider to some of South Africa’s most prestigious and successful organizations. Click here to see our client list.

Get In Touch With Origin
Get In Touch With Origin

Origin measures what matters most -
People, Performance, and Perceptions.
To get in touch with us click here now.

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Why Choose Origin?

Why Choose Origin?


We do the work. This frees up your resources to focus on daily tasks. Our dedicated team of young professionals have the know-how and experience to get a quality job done each and every time.

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360 Assessments

360 Assessments


What we do best. Origin has developed a proven, unique methodology for running 360 assessments.

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Get To Know Us

Get To Know Us


Origin is young and ambitious. The business has evolved over a period of some 15 years. We are now clearly focused on becoming the best measurement solutions provider in the enterprise feedback arena.

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What We Can Do For You

What We Can Do For You


Take the weight off your shoulders. All we need is a clear understanding of your measurement objectives and a list of people participating.

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360 degree assessments as part of the recruitment process

Posted on: July 23rd, 2012 by Liesel Burrows

Using 360 degree feedback in the recruitment process?

I recently came across the following article on a current trend in Talent Management on Dion Chang’s Flux Trends website (www.fluxtrends.co.za):Retrenchment and Talent Management: The time of the chameleon.

It makes an interesting point about behavioural attributes becoming significantly more important than skills when recruiting. In our experience individuals in an organisation are assessed on an annual or 6-monthly basis, as part of the performance management or appraisal cycle. A new recruit will therefore generally be in their position for some time before the results of a 360 assessment become available and possibly highlight obvious areas of weakness, shortcomings or incompatibility with the organisational culture. Information which had it been available at the time of interviewing suitable candidates would have indicated the individual’s unsuitability for the position or organisation. However, the problem now is that this individual has already been appointed…360 assessment puzzle

Would it therefore not make sense to incorporate a 360 assessment of shortlisted candidates, particularly when these candidates have not previously worked for the organisation? Yes, I am aware that shortlisted candidates will normally be expected to complete a battery of psychometric tests but how many of these, if any, allow individuals other than the recruit to provide feedback regarding the individual’s day-to-day behaviour or the manner in which an individual conducts themselves at work? I mean, one of the inherent benefits of a 360 assessment is the ability to get a more complete and unbiased/balanced view of an individual. Wouldn’t it be great to get a prospective employee’s previous manager, colleagues and subordinates assessment of an individual summarised in an easy-to-understand report? In addition, deciding between recruits based on values or cultural fit is a much more objective process facilitated through the comparison of reports. With reference to the article above, CV’s are by and large a summary of an individual’s skills. And if they have included a character description, how accurate (read: honest) is this likely to be? Psychometric tests provide a more scientific method of measuring an individual’s behaviour attributes but again these are based on just one person’s data. Food for thought.

Do you agree with this reasoning; do you believe that 360 behavioural assessments should be conducted as part of the recruitment process? Perhaps they already are and I am just not aware of it or perhaps there are very valid reasons for not adopting such an approach? Please share your thoughts!

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