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The McQuaig System™ provides you
with the tools to select people who fit into your
companies culture and to manage them in a way that
ensures that they reach their maximum potential.
The
System is built around a number of simple yet powerful,
software-based, diagnostic tools which, together with
the knowledge of how to apply them, give you the power
to make people your competitive edge.
The System accomplishes this by
supporting a three-step process
Step
1. Define the Job:
Achieve
consensus on the total requirements of the job.
Understand the key behavioural requirements that will
determine success.
Step 2. Assess the Candidate:
Identify the candidate’s behavioural style, compare it
to the job requirements and use this information to
focus your interview time.
Step 3. Retain and
Motivate Your People:
Understand what motivates your employees and provide an
environment that enables them to excel.
Step 1: Define
the Job:
Before you can select the right person
for a job, beyond the usual list of skills and
abilities, you need to define what it takes to be the
"right" person. To do this, you and your associates
simply answer a number of questions about the job and
work environment. Specifically they need to know more
about the temperament (behaviour patterns) required for
the job.
Research has shown that it is the soft
skills, such as temperament, attitudes and emotional
maturity, as opposed to hard skills (technical
designations) that lead to success. To help define the
job in these terms, you need to know:
Are there constant pressure and
deadlines?
Are we looking for someone who can make
tough decisions?
Are people skills an important component
of the job?
Is this a very detail-oriented job?
What kind of person do we think would fit
with the other team members?
The McQuaig Job Survey®
helps you and
your associates define and benchmark the behavioural
requirements for any position. It also provides a list
of targeted, job-specific interviewing and
reference-checking questions to elicit relevant examples
from the candidate’s past experience.
Step
2:
Assess the Candidate:
After defining the requirements and
behaviours of a job, you need to assess the behaviours a
prospective candidate will bring to the job. Employees
rarely fail because they lack the experience and skills
to do the job.
They fail because they lack key
behavioural requirements, such as a high sense of
urgency or the ability to make decisions. You need tools
to help you know when you find the right person—with the
right temperament.
The McQuaig Word Survey®
This
twenty-minute self-assessment tool helps you evaluate
the behaviours a candidate will bring to the job and
provides you with questions to see how they have
impacted past job performance.
Utilising the
new Job Fit Interview guide report,
you have an extremely clear picture
of the candidates profile directly compared to the Job
Survey benchmark already established. This report is a
free service to our client base.
The McQuaig Occupational Test® (MOT)
This test indicates an individual's level of general
mental ability; the test measures several key components
of 'intelligence'.
MOT test scores correlate highly with
scores of intelligence. (Items assess vocabulary,
verbal reasoning skills and ability to perform simple
mathematical functions). Due to its timed nature,
the MOT screens efficiently for 'bright' personnel who
perform well under pressure in business settings.
Due to its strict time restrictions, the
test measures both the power and speed of general
intelligence (g). We call this measure Mental
Agility.
The McQuaig System™ Interpreter Training
This two-day session helps managers understand and
implement the principles of structured behaviour-based
interviewing using personality assessment, psychometric
testing, behavioural interviewing and other tools.
Step 3:
Retain and Motivate Your People
Once you have hired good candidates, how do
you keep them? How do you ensure that employees remain
challenged and productive? How do you motivate and
develop them for optimal performance and teamwork?
The McQuaig Word Survey®
is a
self-assessment tool that provides valuable insights
into what motivates individual employees. It lets you
know their "hot buttons" and provides strategies for
managing them and helping them develop.
The McQuaig
Self-Development Survey®
is used for personal
and career development. It provides your people with
insight into themselves, presents specific Action Items
to help them make the most of their natural strengths
and be more aware of areas that may be holding them back
and offers a blueprint for reviewing their plans with
their manager/coach.
The compete system
provides you with:
Practical, Easy-to-Use
Tools
The McQuaig System™ gives you a comprehensive suite of
easy-to-use tools to select, coach, retain, and build
effective teams.
Web-Based Assessments
McQuaig On-Line™ allows you to assess people 24/7 all
over the world, instantly providing reports to help you
make those critical people decisions
Available
"online" in English, French, Spanish, Portuguese and
German - other languages in paper and pencil
version
Expert Support
We supply in-depth training, as well as on-going
follow-up counsel and advice. In North America, get fast
results with our toll-free support number.
Proven Track Record
The McQuaig System™ has proven itself in a wide range of
organizational settings for over 30 years. You have full
access to extensive, well-documented studies that
support the validity, reliability and fairness of our
tools.
In today's world, the role of Manager is changing. While
there is still a strong demand for the natural leader,
as technical experts such as Software Engineers and
Computer Programmers move into management positions, it
is critical that we understand their natural tendencies,
the challenges they will face and their training
requirements based on their temperament.
Here, we take a look at
how people with different profile types handle four
separate management functions:
Motivating
Delegating
Decision Making
Dealing with Conflict
As well, we offer
suggestions as to the type of training and coaching that
might be required to help them recognize their blind
spots and develop a more rounded approach.
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