Recruitment SupportFor all organisations

Recruitment isn’t just about getting new people in, it’s about getting the right person in the right place at the right time. This is just as important in a restructure, or when thinking about promoting from within as it is when you have a vacancy that you’re looking to fill externally.

Getting the ‘who to appoint?’ decision wrong can be a costly mistake, not just because it costs an estimated £10,000 to recruit and train a new starter, and that’s on top of their salary and on-costs. The damage to morale and effectiveness of the business, the cost of managing that individual to either meet the standards required or exit them from the organisation and any associated settlement payments can all add up.

Our experienced consultants can help you at every step of the recruitment process from helping to write a meaningful job description, person specification and recruitment advert or fully designed recruitment pack, through long and short listing, to sitting as a member of the interview panel and drafting an offer letter and contract of employment. We can also supply Credo personality tests to help you identify an individual’s preferences, motivational drivers and likely behaviours in the workplace. 

We also work with a number of Fire and Rescue Authorities across the country to sift firefighter applications.

So whatever your recruitment needs please get in touch with our Employment Team to discuss how we can help you.

Congruity (formally Credo) Personality TestMaking sense of human behaviour in the workplace

Credo logo

Congruity builds on the strong foundations of the 16-factor model and is also consistent with the widely accepted five-factor model of personality (Big 5). Based on Cattell’s widely respected research, the original model has been thoroughly revised and updated to include themes, concepts and challenges emerging in the new, ultra-connected, change-oriented, global workplace. Congruity is therefore both contemporary and academically rigorous. It is face valid, and yet its foundations lie in sound psychological research.

Some personality tools available in the market take a simplistic, ‘personality-light’ approach. Their insights are based on easily recognised behavioural scales, which, whilst they may gel with users’ own internal frameworks and day-to-day language, do not necessarily cover fully the deeper, fundamental psychological constructs that underpin behaviour.

Congruity has other advantages too:

  • It takes those personality scales where there can be ambiguity and splits them into narrower traits. For example, the scales covering affiliation (Detached-Affiliative) and sociability (Self Contained-Sociable) have been separated out within Congruity, as experience shows that individuals may score differently on these two related areas.
  • The Cattell model is notably weak on assessing depression. Congruity therefore introduces a pre-cursor to clinical depression, a ‘burnout’ scale (Pessimistic-Optimistic). In the modern labour market, with increased job pressure and decreased job security, this scale is particularly pertinent.
  • There have been certain cultural shifts in recent years – the desire for fame, the rise of celebrity culture and the growing status attributed to physical appearance that all suggest a potential growth in egotism, vanity, and pride. The leadership literature identifies narcissism as an important and often problematic feature of managerial personalities. Congruity introduces a scale (Need for Recognition-Modest) missing from Cattell’s model: the strong need for approval and admiration.
  • One common omission from many personality tools is whether the respondent tends to project their anxiety onto others and so becomes more critical and mistrustful. The literature indicates that this can be a significant derailer for leaders. This is now picked up in Congruity’s Sceptical-Trusting scale.
  • The system is based on ‘multi-level algorithms’. That is, statements are not dropped into the expert-system report simply based on a single scale score, rather the statements are crafted based on the interaction of three (or more) different, relevant scales. This gives a more nuanced and refined level of interpretation, and moves us much closer to our original goal when creating this system – ‘a psychologist in a box’. To be clear, no expert system can replace the granular insight and expertise achieved by a good psychologist using a sound personality tool, but the Congruity expert-system report is a very good second.

The questionnaire responses are assessed and two reports are generated that will identify measurements that can be use against behavioural competencies:

Administrator report – with inbuilt interview probes that can be used in an assessment and selection.

Participant report – for sharing with the respondent and ideal for development, coaching and career transition.

These reports will provide a useful sifting tool for the recruitment panel to aid the selection process. The commentary from the reports will provide the panel with areas that can be further explored during the panel interview.



When to use Congruity

  • Selection
  • Development
  • Promotion
  • Self-Assessment
  • Career Conselling

What we do

Before the interviews, and in addition to providing the interview panel with the Participant Reports, we will give a summary overview of the key elements of the profile for each participant focusing on:

  • leadership and influence
  • structure and compliance
  • resilience
  • relationship building
  • decision-making

We will provide the panel with areas in which to focus behavioural questions, relevant to this role and based on the outcomes of the individual inventories. The purpose being that these additional and individualised questions will enable the panel to probe further, and in more depth, into any areas of behavioural or attitudinal weakness or gaps displayed in the questionnaire reports. This will be in addition to the questions asked of all candidates relating to aspects of the role profile/person specification.

After the recruitment process has been completed, the Participant Reports can be provided to unsuccessful candidates as a useful basis for constructive feedback, together with other comments taken from the interview process itself. Additional benefits here are the opportunities for those individuals to gain a greater self-awareness for personal and career development, helping them identify areas for specific self-development in their job search or career path; and to assist the panel in providing feedback which is beneficial to the organisation reputationally.

In summary SEE will:

  • Provide, distribute and administer the Congruity Personality Profile questionnaire via a unique link emailed direct to each participant providing instructions for completing.
  • Manage the process, receive the online responses and collate reports.
  • Provide nominated manager/panel member with the individuals’ reports highlighting areas of strength and areas for further development.
  • Provide copies of reports to the candidates after the selection process is concluded.
  • Ensure confidentiality is maintained throughout the process and compliant with GDPR and our Data Retention Policy.


  • Provide a summary of some key areas for review at interview with areas for probing questions for panel (additional cost).


£240 per person + VAT

Optional: provide a summary of some key areas for review at interview with areas for probing questions for panel – £45 per person +VAT

Credo icons showing selection, development and coaching

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