Customer stories.
TCC Recruit

Specialist mining company uses TCC Recruit to understand more about candidate's natural style and mindset.

Problem

A subsidiary of one of the largest mining companies in the world was looking to appoint its first Strategy Director, reporting directly to the CEO. With only internal candidates being considered, the business knew the individuals very well but wanted to use TCC Recruit to understand more about their mindset and natural preferences, giving insight into how they would adapt to the challenges of the new role – as well as their longer-term leadership potential.

Solution

We worked with the business to define the characteristics required to be successful in the role. Each of the candidates was then asked to complete The Cambridge Code and received a copy of their results automatically. They were also invited to attend a personal debrief with a TCC professional to discuss their results and explore possible areas for future development. The business received a summary report giving an overview of each individual and benchmarking them against the agreed list of characteristics.

Results

The results provided an objective way to compare the candidates and predict their suitability, taking into account the culture and style that each of them would bring to the role. They also highlighted key areas to be probed more thoroughly during follow-up interviews, and ultimately provided the business with the confidence to progress with their preferred choice.

All candidates reported that the experience was beneficial for their personal and professional development.

Leading risk and reinsurance specialist uses TCC Recruit to promote diversity when recruiting.

Problem

Having discovered that very few females had applied to one of their graduate pathways, and even fewer had received offers, the company’s Head of Talent wanted to use TCC Recruit to provide additional insights as part of the recruitment process. They wanted to look at both potential and cultural fit in a more scientific and objective way to promote greater diversity.

Solution

Applicants for the graduate programme were invited to attend a traditional assessment centre, involving a structured interview, presentation and group exercise, with individuals ranked in order of performance against these activities. The candidates were also asked to complete The Cambridge Code, and the hiring team received a report on each individual as well as a summary dashboard that benchmarked candidates on key areas such as drive, adaptability, resilience and dealing with authority. The results from TCC Recruit were used alongside scoring from the assessment centre to inform the final decision on selection.

Results

The insights from TCC Recruit provided objective evidence to adjust the final rankings and ultimately led to different decisions about which individuals to hire. Before looking at the insights from The Cambridge Code, some female candidates had been deemed not to have demonstrated as much evidence of certain characteristics as their male counterparts. For example, observations from the interviews had noted lower levels of drive, innovation, and independence, and a higher need for support. Not only did the results from TCC prove this to be incorrect, but in some cases revealed the opposite to be true. The end result was that final offers were made to 4 female and 2 male candidates.

Customer stories. TCC Recruit

Specialist mining company uses TCC Recruit to understand more about candidate's natural style and mindset.

Problem

Solution

Results

Leading risk and reinsurance specialist uses TCC Recruit to promote diversity when recruiting.

Problem

Solution

Results

Customer stories.
TCC Recruit