apollo overview for recruitment & talent development - march 2016

Apollo Profile for Recruitment & Talent Development

Contact:

Lee Hecht Harrison (Thailand)14th Floor One Pacific Place Unit 1401140 Sukhumvit Road, KlongtoeyBangkok 10110 Thailand+662 653 5040http://www.lhh.co.th

LHH The New Market Leader

What is Apollo Profile?

• Designed to be a multipurpose instrument

• An instrument to measure work preferences, motivations, and values

• Provides an insight on 34 behavioural and value factors that are commonly seen as contributing to career success


What to find out

• How do you develop your people to reach their full potential?

• What kind of training do they need to develop their career that aligns with the company’s goal?

• What strengths and weaknesses do they have and how to develop their strengths further and ease their weaknesses?


Mo

re L

ea

rna

ble

Necessary for Top Performance, but not sufficient to guarantee it

Work Styles and Motivation that

predict longer-term success

Competencies…What you can see & What you can’t see


Apollo: does not measure

Intelligence

Technical skills

Literacy

Numeracy

Mental Illness/Depression

Caution of Apollo Profile


• 250 Questions 2 Question Types:

– Likert Scale– Ipsative

L ikert Scale Ipsat ive

1 2 3 4 5 6 7

‘I am a people person’

Strongly Disagree Strongly Agree ‘I Get Results’ ‘I Am A Fast Worker’

x

Apollo – Questions Framework


Reliability:

• .0-.60 Poor

• .61-.70 Marginal

• .71-.80 Good• .81-.90 Very

Good • .91+ Outstanding

Validity: • .0-.15 Weak• .16-20 Adequate

• .21-30 Good

• .31-. 40 Very Good• .41+ Outstanding

Apollo ratings

General Guidelines for Reliability & ValidityReliability & Validity Are Important…


Five functional work levels

Executive Management

Management

Sales

Call Center

General Workforce

Level of reporting


• Primary Factor – Vital to role

• Secondary Factor – Supportive to role

34 Measured Career Success Factors

http://www.google.co.th/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRw&url=http%3A%2F%2Fshockwaveinnovations.com%2F2014%2F03%2F23%2F3-tools-for-maintaining-focus%2F&ei=SmHcVNvPE8HauQT1wYKoAg&bvm=bv.85761416,d.c2E&psig=AFQjCNHTE4N_0ALzLj5tcIPhjB5z8gmK3g&ust=1423815315048036


Grouping of the 34 Measured FactorsOrganisational Alignment

Career Drives

Achievement

Ambition

Remuneration

Recognition

Independence

Leadership and Influence

Delegating

Coaching

Power

Persuasion

Decisive

Directive

Strategic Orientation

Innovation

Proactive

Analysing

Goal Setting

Relationship Base

People Orientation

Agreeable

Teamwork

Extraversion

Intimacy

Conflict Management Style

Assertive

Competitive

Collaboration

Compromising

Values

Altruism

Trust

Loyalty

Conforming

Modifiers

Workplace Management

Conscientious

Detail

Self Organisation

Coping

Stress Resilience

Sensitivity

Security

Responsibility


Overall Suitability Match

representing a score within a range associated with successful performance for that factor

representing a score outside the range normally associated with successful performance for that factor

representing a score significantly outside the range normally associated with successful performance…which should be verified and examined

GREEN

AMBER

RED

• Showing an individual’s score statistically compared to an international benchmark of excellence.

• The report provides a bar scale showing the red, green and amber ranges, and shows where an individual scores relative to an “ideal” model for each factor


Guidelines for completing The Online Profile


QUESTIONNAIRE: Available online in English, Thai, Traditional Chinese, Simplified Chinese, Korean


Type of Reports • Summary Report

– This report provides a bar scale showing the red, green and amber ranges, and shows where the candidate scores relative to an “ideal” model for each factor.

• Narrative Report – Provides information about candidates across a number of factors.

• Area of Concerns Report – Shows the candidate’s amber and red scores which are a summary of likely areas of

concern regarding job performance for that level of job.

• Job Profiler Report – A selection tool that will match every candidate against the job personality fit

requirements, and rate and rank candidates in an easy to ready summary.

• Competency Indicator Report (CIR)

– Narrative report that provides likely candidate proficiency across fourteen generic management level competencies.

• Candidate report

– Comprehensive report designed to give individuals useful career development information.


Summary Report

This report provides a bar scale showing the red, green and amber ranges, and shows where the candidate scores relative to an “ideal” model for each factor


43


Narrative Report

Provides information about candidates across a number of factors


43


Areas of Concern

Shows the candidate’s amber and red scores which are a summary of likely areas of concern regarding job performance for that level of job


Job Profiler

A selection tool that will match every candidate against the job personality fit requirements, and rate and rank candidates in an easy to ready summary


Competency Indicator Report (CIR)

Narrat ive report that provides likely candidate proficiency across fourteen generic m anagem ent level com petencies


1 4 Key Com petencies

C1 Analysis & Judgm ent

C2 Planning & Organ izing C3 T eam work C4 Rapport Bu ilding C5 Assert iveness and Decisiveness C6 Persuasiveness/In fluencing C7 Adaptability/Resil ience

C8 Ach ievem ent Drive C9 Monitoring Data Gathering C1 0 Strategic Perspect ive C1 1 L eadersh ip C1 2 Coaching and Developing C1 3 In it iat ive C1 4 Business Sense


-Innovation/Flexibility-Conscientious-Decision Making-Proactive-Analyzing


Candidate Report

Com prehensive report designed to give individuals usefu l career developm ent in form at ion


Contact:

Lee Hecht Harrison (Thailand)14th Floor One Pacific Place Unit 1401140 Sukhumvit Road, KlongtoeyBangkok 10110 Thailand+662 653 5040http://www.lhh.co.th

apollo overview for recruitment & talent development - march 2016

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