Psychometric Assessments

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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.

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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Personal Branding

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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.

Gain Insights through Macildowie's Linkedin Workshops

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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.

Thrive – Psychometric Assessments

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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.

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!

How to Stand Out in an Assessment Center

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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

Stand Out in Your Interview with Macildowie's Expert Advice

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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...

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.

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.

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.

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 30^th 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 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.

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:

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:

• Electricity
• Gas
• Water
• 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.

1. Review and implement a Cycle-to-Work scheme.
2. Active travel – cycling or walking - has multiple physical and mental health benefits.
3. Car Sharing

We have considered paper and printer cartridges here as the primary measurable consumables for the type of activity conducted at Macildowie.

1. Use only recycled paper, and ask employees to only print when absolutely necessary, to print on two sides.

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.