Judd Farris can facilitate bespoke consulting services to enable leaders, organisations and partners to attract, develop and retain the best human capital.
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Judd Farris is able to provide tailored interview training to hiring managers from CEO to trainee management. Topics can include:
Interview structure
Lawful and unlawful interview questions
Behavioural interview modelling
Pre-interview checklists
Best hiring practice
Difficult recruiting situations
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Psychometric testing and analysis |
Psychometric testing and analysis |
Psychometric Testing is used to help organisations make effective decisions surrounding human resource issues. The most common use is during the recruiting process.
Judd Farris works closely with an international partner to provide psychometric testing and analysis services to clients.
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We are able to provide a Salary/Benchmarking service which is both current and based on actual activity within the marketplace over the past months.
This service can be provided for any of our sectors in any of our regions and has the added benefit of being current at the time, rather than a historical survey.
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What are exit interviews?
Traditionally, exit interviews are conducted with employees leaving an organisation. The purpose of the interview is to provide feedback on why employees are leaving, what they liked or didn’t like about their employment and what areas of the organisation they feel need improvement. Exit interviews are one of the most widely used methods of gathering employee feedback, along with employee satisfaction surveys.
More recently, the concept of exit interviewing has been revisited and expanded as a knowledge management tool, as a way of capturing knowledge from leavers. Rather than simply capturing human resources information, the interview also aims to capture knowledge about what it takes to do the job.
What are the benefits?
- Vital knowledge is not lost to the organisation when people leave.
- The learning curve of new people joining the organisation is shortened.
- Exit interviews can be done relatively quickly and inexpensively.
- Exit interviews can result in the leaver having a more positive view of the organisation.
Done correctly, exit interviews can be a win-win situation for both the organisation and the leaver. The organisation gets to retain a portion of the leaver’s knowledge and make it available to others, while the leaver gets to articulate their unique contributions to the organisation and to ‘leave their mark'.
Judd Farris is able to provide a confidential, tailored exit interview service to clients. By involving an external party the departing employee tends to provide more open feedback, giving a truer reflection of their experience with the organisation.
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In cases where clients are reducing headcount and making redundancies we offer an outplacement service where those personnel being made redundant are passed to us.
We will advise on the content and layout of their resume, their interview technique and how they can improve it, what opportunities are currently available, where their skills are likely to be most in demand to aid their own applications.
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