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Although the use of psychometric tests is not favoured by all, it’s a common assessment tool that you might have to face during recruitment.
Psychometric Assessments: A Tool For Career Success
Partnering with Thrive to Help You Find a Job
We use Thrive and their experience as the world’s leading psychometric hiring assessment provider so you have the chance to sit an assessment and find out more about yourself. Our consultants will talk you through and explain the results and reports. As career consultants, we felt that it was important to partner with Thrive to further help us to find you a job that is both successful and rewarding.
The report that Thrive creates will give us insights that you might not even be aware of, this ranges from anything from your motivation to your working styles, and the aim of it is to help you make better career choices. Once you know what really motivates you, you can then work on how interviewers might perceive you.
Improve Your Chances of Getting an Interview with Thrive
Our data suggests that by doing a Thrive assessment and following the recommendations for development, you will be more likely to get an interview for the jobs that you are applying for. The report itself also includes a list of suggested questions for an interview and practical tips for your professional development, and we can work with you to prepare for these in advance, so you can really communicate well with the interviewer about your personality.
It’s also worth remembering that most companies will make hiring choices based on personality, behaviour and soft skills, over just qualifications and technical competency. Thrive lets you do this in a way where you’re truly informed, prepared and ready to communicate this and perform well at the interview.
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Remove the stress - temp through Macildowie
When do I get paid?
Temporary and Interim Career Solutions with Macildowie
How can Macildowie help you?
Our dedicated payroll team will ensure you get paid correctly every time.
We can help you achieve flexibility and independence in your chosen position.
Our consultants are always on hand to help you and answer any questions.
We can provide both flexibility and structure to your temp work career.
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Like it or not, if you have a social media account of some kind, you have an online footprint and by definition, a personal brand. People are able to google your name, read about you, check out your photos, and form an opinion of what you’re all about and what makes you tick.
Create a Professional Digital Footprint
How can Macildowie help?
We can help you work out what factors you need to consider to begin developing your own personal brand
Developing a personal brand will help you build your network of contacts within your industry
Guide you through the process of developing your personal brand and growing your LinkedIn network
We can help you become more desirable online to hiring managers and employment opportunities
Don’t know where to start?
What are my ambitions?
How do my friends and colleagues view me?
How do I want to be perceived by people?
What makes me different from others?
What are my values as a person?
In what type of environment do I feel most confident?
How have my managers motivated me to achieve great things?
How do you appear online?
First things first, type your name into google, with your current company name, and see what comes up. Then do the same with your email address. After this, evaluate how your LinkedIn and Facebook channels would appear to a potential employer too.
Once you’ve worked on your online personal branding, it’s time to update your offline tools like your CV, cover letter, personal email address, and interview etiquette. Each of these areas of your offline branding needs to be professional while still displaying your individuality and personality; companies will want to hire someone who fits the role and the culture.
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Gain Insights through Macildowie's Linkedin Workshops
We believe that LinkedIn plays a pivotal role in helping you to land your ideal job. That’s why we run free LinkedIn Workshops every month to help you understand and improve your online personal branding as well as show you how you can use the platform to add value to yourself, your job search, and potentially your business.
Enhance Your Professional Appearance on LinkedIn
Why come to our LinkedIn Workshops?
Learn how to make your LinkedIn profile memorable, as well as the benefits of building a smart profile and the secrets to increasing the impact
Gain an understanding of keyword scoring and the power of boolean searching
Understand how to gain visibility of jobs that agencies don't post on job boards
Develop your professional network to maximise the platform as a social media tool and use it as your own mini-CRM system
Connect with other like-minded people who have the same goals as you
Not social media savvy?
Our Monthly Workshops
Can’t make this month’s workshop? Our LinkedIn workshops run monthly, as well as many different free online events that we host that will help you develop your personal brand and hiring knowledge, from both a client and candidate perspective.
At Macildowie, we are committed to supporting our clients and candidates through their careers, not just their job hunt. Our knowledgeable and passionate consultants will help you understand how to utilise LinkedIn to its full potential and develop a memorable personal brand that will add value to yourself, your job search, and potentially your business.
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Thrive – Psychometric Assessments
Psychometric assessments are becoming increasingly popular during the interview process, and Thrive is an online behavioural assessment tool that greatly enhances the chance of selection for the right role.
Better Career Decisions with Macildowie and Thrive
The world’s leading psychometric hiring assessment provider and accredited by international psychology bodies, Thrive is used to gain a better understanding of motivations and personality traits so that you can make better-informed decisions about your career.
Thrive is trusted by over 500 companies globally including Harley-Davidson Motor Cycles, Clear Score and NorthZone to name a few, testing over 30 million candidates, across 90 countries.
We use Thrive give our candidates the opportunity to learn about themselves, prior to recruitment, with access to their own consultant to then run through the resulting report. At Macildowie, we see ourselves as Career Consultants, not just recruiters, with our goal being to help you to find a job that you love in order to build a rewarding and successful career.
Why take a Thrive psychometric assessment?
Allows you to understand your personality better and highlight your strengths and areas for development
Helps you to recognise your motivations, and your working and learning styles
Develops your confidence in yourself professionally and personally
Helps you make better-informed decisions about your career
You are more likely to secure an interview for the right jobs
Thrive: Elevate Your Hiring Potential
Hiring managers are looking for desired soft skills and behavioural attributes over and above pure technical ability. Having a Thrive assessment with your CV will not only increase your chance of selection but provide you and the interviewer with a list of suggested competency questions to cover. This gives you an opportunity to prepare accordingly for a more detailed conversation about you as a person and what makes you tick.
Enquire about your Thrive psychometric assessment today!
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How to Stand Out in an Assessment Center
Assessment centres are becoming an increasingly popular method of assessment in the world of talent attraction. They give you a chance to learn more about the company and managers, and it allows the employer to meet a high number of candidates in a small space of time so you really need to stand out!
What to Expect
Typically, these centres focus on finding your soft skills, it allows an employer to learn how you act under pressure and how well you work in a group. It’s also a great opportunity for them to see how you communicate.
When attending an assessment centre you will take part in a range of activities like presentations, role plays, group tasks, case studies and even psychometric tests.
These centres use a scientific approach to select candidates, rather than employers using their instincts. You should expect to be assessed by a range of managers who will write down and record everything that you do. Normally, you will be scored against a list of criteria, this makes for an easy review at the end of the assessments.
How to Prepare for an Assessment Center
After you’ve secured a place at an assessment centre, you need to be fully prepared so you can perform to your best ability. It’s time to show the organisation what you can do!
Research and Planning
Ensure you’ve searched LinkedIn for staff from the company. Connect with them and ask for their advice, they’ve once been in the same position as you. You never know, they might mention to their manager that you’ve gone the extra mile. Also you’ll most likely have to give a little introduction about yourself at the start of the day so prepare it before you go.
If you’ve had a task or presentation to prepare then ensure that it’s your best work and that it’s engaging, you don’t want to bore them! The 6/6 rule is handy, don’t use more than 6 words for each bullet point, and don’t use more than 6 bullet points per slide. This should be well-rehearsed and not go over the allocated time.
Listen Well and Speak Up
There will be a lot of information being shared, make sure you listen to it! However, you need to make sure that you’re using your voice to show them that you have listened and understood it. You should speak up and say things that are considered and thoughtful, and make sure you don’t interrupt others.
Don’t Get Bogged Down with Little TasksWhilst it is helpful to assist with scribing or folding over charts, getting stuck in one of these roles won’t allow you to stand out and make the most during a task, so do your best to avoid them.
Find SolutionsDuring these days a number of problems will usually occur; make sure you’re thinking critically and can create solutions, you need to show them that you work well under pressure and in times of challenge.
Use LinkedInWhen the assessment day is finally over remember to connect with the managers that assessed you on LinkedIn, it's a proactive approach that will really show your interest.
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Stand Out in Your Interview with Macildowie's Expert Advice
So you’ve secured an interview, the easy part is over! Performing well in an interview can be tricky. The Macildowie team are here to help you stand out and do your very best. We can help you create that all-important good first impression.
- Prepared, Passion, and Personality
- Common Questions
- Assessment Centres
- Psychometric Assessments
- LinkedIn Workships
- Personal Branding
Prepared, Passion, and Personality
One of the most common questions an interviewer will ask is why you’re there; why you want the job. You need to clearly articulate why you applied for the job, by explaining a bit of the job description and what you know about the company, such as its values.
This research will let the interviewer know that you’ve thought about your application and that you’ve thoroughly prepared, which means that you want it. As well as this, passion can really get you far. Increasingly people are being hired for their character and personality rather than their skills on paper, so be enthusiastic.
Here are some more key questions that you might get asked in an interview...
'Tell me what you have done in your career to date'This question is asking you to talk through your CV, you should focus on talking through what you have done by giving specific examples, how you did it, who you worked with and what impact that had. Then use this experience to relate back to the job description and skills needed for the role you’re being interviewed for. This question will let the interviewer know if you have the skills needed.
'Tell me where you see yourself in 3-5 years'
The interviewer is asking you this question to see if their organisation will be able to let you grow and progress with them, this is an important question that varies with the job and sector. Our consultants will be able to help you come up with an appropriate answer based on your needs.
'What are you like as a person?'
You are being asked this question to see if you’d fit into the organisation and the team, they want to know if you have similar values. Some organisations may use a psychometric profiling tool to find this out and at Macildowie, we use ‘Thrive’ to get you prepared.
'What do you know about our business?' and 'Do you have any questions for us?'
These questions might look seemingly innocent, but they’re your opportunity to stand out from other candidates. Asking more questions is a ‘buying signal’ – it shows you’re interested and interviewers usually love that.
Employers use these questions to see if your passion and preparation might set you apart from other candidates; it’s useful for them to use when they’re finding it hard to choose between candidates with the same ability.
Assessment centres are a common way for employers to evaluate potential employees. These centres focus on soft skills and assess how candidates work under pressure and in group settings. Attendees may be asked to participate in activities like presentations, role plays, and case studies, and may be subject to psychometric testing. These centres use a scientific approach to evaluate candidates and provide a structured method for employers to review applicants.
Unlock Your Potential with Thrive
Thrive is an online psychometric assessment tool that enhances the chance of selection for recruitment agencies and candidates. It allows for a better understanding of motivations and personality traits so that you can make better-informed decisions about your career. We see ourselves as Career Consultants who aim to help you find a job you love and build a rewarding and successful career.
Harnessing the Power of Psychometric Assessments to Improve Your Job Search
Psychometric assessments are a popular tool used in recruitment processes to help employers understand more about potential candidates. Partnering with Thrive, we have been helping candidates assess their strengths and weaknesses, gain insights into their personality and motivations, and become more prepared for interviews. Our data suggests that taking a Thrive assessment increases the chances of getting an interview for the job and better communicating your personality to the interviewer.
Macildowie offers free monthly LinkedIn Workshops to help individuals enhance their online personal branding and utilize LinkedIn effectively for their job search. These workshops cater to all levels of social media expertise, whether you're a beginner or an expert.
Participants will learn how to create a memorable LinkedIn profile, build a smart profile, and increase their impact. They will also gain insights into keyword scoring, boolean searching, and accessing job opportunities not posted on job boards. The workshops aim to develop participants' professional networks and connect them with like-minded individuals. Macildowie's goal is to maximize success in job hunting by guiding participants in optimizing their LinkedIn profiles to work in their favor.
Discover the power of personal branding and take control of your online presence with Macildowie. In today's digital age, your social media accounts create an online footprint that defines your personal brand. With people being able to search, read, and form opinions about you, it's essential to create a professional digital footprint.
Macildowie can guide you in developing a personal brand, helping you grow your network, and showcasing your expertise. Take the first step by evaluating your online presence and then updating your offline tools to align with your professional image. Don't miss the opportunity to make a lasting and positive impression on potential employers.
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Carbon Reporting and Reduction Plan
Macildowie Associates Ltd has committed to reducing its carbon emission to Net Zero by 2030 using, as far as possible, direct reduction and offsetting the remainder.
We do this because we are conscious of the environmental, social and economic imperative to act on climate change.
The UK Government amended the Climate Change Act 2008 in 2019 by introducing a target of at least 100% reduction in the net UK carbon account (i.e. a reduction of greenhouse gas emissions when compared to 1990 levels) by 2050. As a result, Central Government Departments, their Executive Agencies and Non-Departmental Public Bodies are required to ensure that suppliers to contracts with an annual value of in excess of £5 million (excluding VAT) per year are committed to achieving “Net Zero by 2050” for all procurements after 30th September 2021.
This has led to PPN 06/21 which applies to all new procurements from this date and this includes framework call-offs and Dynamic Purchasing Systems where the anticipated individual value of the call-off or DPS is £5 million (excluding VAT) per annum or more. To demonstrate compliance, we have set out our environmental management measures in our Carbon Reduction Plan which includes:
- Confirming our commitment to achieving Net Zero by 2030 for our UK operations.
- Details of our carbon footprint/current emissions for the sources included in Scope 1 and 2 of the GHG Protocol and a defined subset of Scope 3 emissions.
- Providing emissions reporting of the CO2e (Carbon Dioxide Equivalent) for the greenhouse gases covered by the Kyoto Protocol (predominantly carbon dioxide, methane and nitrous oxide).
- Setting out the environmental management measures we have adopted including specific carbon reduction measures.
- Publication of our Carbon Reduction Plan on our website.
Scope 1, 2 and 3 Emissions Definitions
Scope 1 Direct Emissions - these are direct greenhouse gas emissions that occur from sources that are controlled or owned by us (e.g. emissions from boilers, vehicles etc).
Scope 2 Energy Indirect Emissions - these are indirect greenhouse gas emissions associated from the purchase of electricity, heating or cooling and are measured and reported in alignment with our energy use.
Scope 3 Other Indirect Emissions - these fall into 15 categories and include all sources not specified within Scopes 1 and 2 above. The Scope 3 emissions that we are required to report on are:
- “Upstream” transportation and distribution of products purchased by us from Tier 1 suppliers (e.g. paper, computers, office consumables).
- Disposal and treatment of waste generated in facilities not owned or controlled by us.
- Transportation of employees for business related activities in vehicles not owned or operated by us.
- Transportation of employees between home and work in vehicles not owned or operated by us including in their own vehicles.
- “Downstream” transportation and distribution of products sold by us including retail and storage. This category is not applicable as Macildowie is a service business and does not produce, transport or distribute products.
Carbon impact for the baseline year 21-22
|Baseline Year:||May 2021 to April 2022|
|Baseline Emissions Calculations:||All Scope – tonnes CO2e/ year|
|Scope 1 CO2e:||2.302 t|
|Scope 2 CO2e:||2.010 t|
|Scope 3 CO2e (included sources):||38.385 t|
|Total Emissions:||42.697 t|
Carbon emissions by source
Total Carbon by Source tonnes net / year
Carbon emissions by site
Total Carbon by Source tonnes net / year
Carbon Reduction Commitments /Actions
Macildowie is committed to achieving Net Zero by 2030 and as part of this commitment, has an interim targets of reducing emissions by 2025. This plan is reviewed annually by the Directors to check progress and establish if changes should be made to the actions we have in place to maximise our reduction in carbon emissions.
The basis of our Carbon strategy is one of Measure – Prioritise – Act – Measure – Repeat.
We report on the sources of environmental impact over which we have operational control and calculate our carbon footprint monthly, in accordance with the Greenhouse Gas (GHG) Protocols Corporate Standard and report against the Kyoto Protocol greenhouse gasses in terms of:
- Actual targets – absolute reduction targets which compare actual figures in the target year to those in the base year.
- Intensity targets – based on a normalising factor.
We subscribe to a third party service to manage our data inputs, conduct the required calculations, set and record our intensity metrics, and provide quarterly carbon reporting. The data that sits behind this is the UK Government Greenhouse Gas reporting database, updated when appropriate.
This provides us with our emissions by source, and total emissions by quarter, sets our intensity metrics and shows how we are tracking quarter-on-quarter.
Our chosen intensity metrics are t/CO2 per m2 floor area and per employee.
For the baseline year therefore, our intensity metrics are:
|Unit||Intensity tonne CO2 net|
|Floor area m2
||687||0.062 t /sq.m|
||73||0.583 t / employee|
Our base year for all measurements is May 21 to April 22. This will not change unless there is a significant change to our company structure (e.g. a merger or acquisition) or a change in the company’s ownership, in which case the base year may move to the reporting year following the structural change.
Specific inputs and output used to calculate figures quoted in our Carbon Reduction Plan include:
- Solid waste
- Employee commuter mileage by type – walk / cycle / motorcycle / car / bus / train
- Business travel by private car / bus / rail
Our carbon calculation has enabled us to identify the largest sources of GHG emissions, and to focus our areas of impact. That does not imply however that we are not implementing actions across the board. We have been able to identify quick and easy wins which relate to relatively low impact areas whilst also implementing longer term multi-facet strategies for the larger emission areas.
We have communicated our Net Zero ambitions across our workforce, and have formed an employee task force. This task force is charged with identifying where our staff can affect carbon reductions through behaviour change.
We will report our carbon emissions and progress against target to our employees quarterly, via a Company-wide update and displays at both of our offices.
We have developed a communication plan which describes our ambitions and commitments to our key customers and suppliers, and in our general communications.
How employees travel to work is a Scope 3 emission, meaning that it is outside the direct control of the business. Scope 3 emission reporting is mandatory under the new Government Agency procurement requirements.
For Macildowie, commuting represents by far the greatest carbon impact, even considering that on average, employees work at home for three days out of five.
- Review and implement a Cycle-to-Work scheme.
- Active travel – cycling or walking - has multiple physical and mental health benefits.
- Car Sharing
We have considered paper and printer cartridges here as the primary measurable consumables for the type of activity conducted at Macildowie.
- Use only recycled paper, and ask employees to only print when absolutely necessary, to print on two sides.
Carbon Reduction Trajectory
|T Carbon net / year||Baseline Carbon 2021/2||% reduction against baseline by 2025||Target Carbon 2025||% reduction against baseline, by 2030||Target Carbon 2030|
Offsetting the emissions that we cannot mitigate will become part of our strategy, but only at the point that we’ve implemented all of the possible behavioural, process and technology changes.
We will take expert guidance to identify a credible and verifiable carbon offsetting scheme, that may be UK or overseas based.
This Carbon Reduction Plan has been completed in accordance with PPN 06/21 and associated guidance.
Emissions have been reported and recorded in accordance with the published reporting standard for Carbon Reduction Plans, the GHG Reporting Protocol Corporate Standard and we use the appropriate Government emission conversion factors for greenhouse gas company reporting.
Scope 1 and Scope 2 emissions have been reported in accordance with SECR requirements and the required subset of Scope 3 emissions have been reported in accordance with the published reporting standard for Carbon Reduction Plans and the Corporate Value Chain (Scope 3) Standard.
We confirm this Carbon Reduction Plan is reviewed and signed off at board level on an annual basis and is available on the home page of our website.
James Stewart, Chief Operating Officer
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