What was the brief?
Due to our track record in best practice selection and assessment, OPM were approached by Transport for London (TfL) to work on a very interesting project to design and implement a selection process for young people with learning disabilities.
What did we do?
The first step was to understand the organisation, understand the role, and advise on whether the competencies being used were relevant and measurable. In designing the process, there were many factors which had to be considered. The selection process needed to take account of a wide range of disabilities, whilst still maintaining the properties of objective and robust assessment at an appropriate level to ensure the organisation was recruiting those people who were best for the job. We also offered interview and assessment skills training for candidates as, due to both their age and a lack of opportunity because of their disability, most had never gone through such a process before. After delivering the assessment centre, we provided comprehensive feedback to candidates and key workers to ensure that everyone (successful and unsuccessful) had gained something from the process. This was done as a series of one to ones and via feedback workshops.
What happened next?
As the programme became more successful and high profile, a number of managers realised a need to increase disability awareness within their own teams. We designed and ran a series of 30 courses over three years to address this. The above selection process was repeated on a twice yearly basis, with larger groups of candidates, over a period of four years.
“It has been a pleasure working with OPM over the last four years. They have consistently delivered to a high standard and have been an invaluable support to the business.”
Charlotte Eade – Senior Project Manager, Transport for London