Case Study - Psychology for hiring

The Client

Pirate is on a mission to break down barriers to creativity. To do this they have created an international network of studios where creative people - musicians, dancers, producers - can access top of the range facilities and make great things happen.

The Challenge

With a growing and successful network of studios, the next step of the journey is to create a suite of digital products that help artists unleash their creativity, and that complement the physical studio space. This challenge has required Borrie - Pirate’s CEO - to pass on responsibility for product to an experienced and market leading Chief Product Officer, who can move the bar and flesh out Pirate’s vision for product, but also complement the team and culture. This was a company defining hire that needed to be got right.

The Approach

Working closely with Ashlee Campbell, Pirate’s People Director, we built an additional, final stage to the hiring process, focused on gaining an outside perspective on the final two candidates’ personalities, strengths and working styles.

Process Steps

Tools

The Pirate assessment process involved two key elements:

  • 2 hour feedback discussion with a skilled assessor (Rich Littledale)

Output

A report - sharing a psychological profile for each candidate: key themes from the psychometric assessment and feedback, and insights into how these may play out as strengths or risks

A discussion - addressing key questions, comparing candidates, and providing a framework for a making decision

Feedback - detailed feedback for all candidates

The Result

  • An informed and balanced hiring decision, which includes an external expert perspective on leadership style, personality, team and cultural fit

  • Starting a dialogue with new hires about strengths and areas for development that helps them get the support they need to be successful once they arrive

  • Feedback for candidates that they can carry to their next challenge, whether or not they are successful

As a consequence of the above, building a reputation for rigorous hiring and treating candidates with respect that will be attractive to top talent