In advisory work you sell people. A junior who leaves after two years costs the firm the training investment and the client's trust. A measurement up front shows who can handle the analytical work and who holds their own with a client.
hrmforce measures abilities, drives and behaviour in half an hour, with a report the partner reads directly.
Sharp analysis does not yet make someone an adviser clients ask for. That difference sits in behaviour. These roles come up most often.
Firms recruit from the same pool: graduates with comparable grades and internships. On paper they look alike. The difference shows in the third year, when one runs a client conversation alone and the other still waits for instructions. Drives and work attitude predict that earlier than a transcript. For the step to partner it also matters whether someone wants other people's work to succeed, or mainly wants to do it themselves.
These instruments are used most often in this sector. Every assessment has its own page with the evidence base and example questions.
Measures analytical ability, which weighs heaviest with starters in advisory work.
View the assessment →Shows what keeps someone at the work, which helps in estimating turnover.
View the assessment →Gives direction for the move from senior to team leader or partner.
View the assessment →Collects how clients and colleagues experience an adviser's behaviour.
View the assessment →For trainee selection every candidate gets the same set: abilities and drives. That makes an intake year comparable.
For experienced advisers the emphasis lies on behaviour and cooperation, with 360 degree feedback from clients and colleagues.
The outcome feeds the annual review, so development agreements rest on something you can measure again a year later.
Firms measuring at the front hold on to their trainee intake longer, and see earlier who is moving towards client responsibility.
The candidate spends about 45 minutes on abilities and drives. The report is ready immediately, so your lead time barely changes.
Yes, and it often works in your favour. Candidates who get feedback rate the procedure higher, even when they are rejected.
Organisations that went before you
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In a half hour demo we show what the measurement looks like for your roles, and what a report tells you.