Pacific People Solutions uses the model above to guide our assessment and matching processes, aiming to improve candidate alignment with both the opportunity and the employing organisation. The model includes eight discrete components, which we explain below.
Technical Skills and Discipline Awareness – These company- and industry-specific elements often appear in KPIs, Key Result Areas, and role objectives defined in the Position Description. We typically assess them by exploring a candidate’s experience, as they are critical to job performance.
Behavioural Competencies – In consultation with the client, we identify five or six key behavioural competencies required for success in the role. To gather relevant data, we use tools such as behavioural interviews, role plays, simulations, and psychometric assessments.
Change – For many roles, it is essential to understand a candidate’s capacity and willingness to navigate change. Depending on the role level and the organisation’s current state of development, we explore this through a review of the candidate’s history, behavioural interviews, and reference checks.
Personal Attributes – We examine each candidate’s innate traits and abilities in relation to the role and organisation. To do this, we use psychometric assessments and behavioural interviews or assessment centre processes.
Motivational, Career and Culture Fit – These components help us evaluate how well the individual aligns with the role and organisational culture. Our goal is to enhance retention and ensure long-term performance sustainability.