Prentis Assessment Centre’s are a proven step-by-step method for assessing aptitude and suitability for both large and small scale recruitment of all levels. These assessments can be done in mass utilising open days, or ongoing in smaller batches whereby we cherry pick candidates as they present to us as suited to your organisation’s needs.

A candidates' personality, aptitudes, and various other skillsets are determined by a variety of techniques including but not restricted to:

• face to face interviews,
• group exercises,
• psychometric testing,
• and of course office skills where applicable.

The Prentis’ selection methodology  is optimised by our high value network of professional contacts, which the company has been developing through several successful projects during the last decade.  To assure that our assessments reflect the ethos and philosophy of our Client’s organisations, Prentis is partnering with various assessors and trainers, who are able to recognise the unique competencies you are looking for.

As part of our mission to reduce unemployment and increase skills, we regularly receive referrals of entry level applicants from all walks of life. Prentis frequently invite these applicants to apply to our trainee roles and attend these assessments; uniquely providing us with candidates not known to the sector.

Step 1 - Pre questionnaire meeting to confirm project requirements & objectives

• Agree project plan and KPI's for continuous performance monitoring and project delivery 
• Identify and agree target audience 
• Confirm participants' job roles
• Agree interview & assessment criteria
• Identify training requirements and agree training provision 
• Identify and agree ongoing support & reporting mechanisms
• All project partners and their roles confirmed
  • Prentis Project Team 
  • Line Manager(s)
  • Human Resources

Step 2 - Marketing campaign using a well targeted media-mix 

• Job Centres
• Client Newsletters
• Local newspapers
• Industry specific publications
• Social networks
• DM
• Word of Mouth including TPA meetings & referrals by door knockers e.g. Housing/Visiting Officers
  
  

Step 3 - Response handling & 1st stage short listing 

• Receive enquiries - send out information pack including roles available and project outline
• Conduct outgoing telephone interviews 
• Shortlist successful applicants
• Send invitations to assessment day with registration & compliance packs for completion
  
  

Step 4 - Assessment Day

• Assessment day in conjunction with Hiring organisation, course providers, Prentis Project Team
• Hiring organisation presentation - outlining job role, career progression and organisational structure and culture 
• Verify all compliance
• Assess group behavioural dynamics
• Perform skills tests
• Undertake individual face-to-face interviews
  
  

Step 5 - Selection

• Result collection - report is provided to each participant and the hiring organisation, clearly explaining process and results
• Applicant receives offer of participation in Prentis Social Enterprise Programme (please see also Step 6) 
• Unsuccessful applicants receive: 
  
  • feedback and optional coaching sessions
  • CV and career advice 
  • information and full support from Prentis; their details are kept on file and and a clear line of communication is established between Prentis and the applicant to maximise future opportunities
    
    

Step 6 - Placements

• Employee induction day attended by designated project partners & participants
• Training programme begins - (training provided only if previously agreed)
• Shadowing - participant shadows staff members of the organisations’ team (this facilitates a quicker and a more in-depth understanding of the role and its requirements) and, Candidate Personal Support
• Prentis Project team manage all back office functions including : Human Resources, Payroll and Candidate Personal Support.

Step 7 - Project Evaluation

• Evaluation Questionnaire sent out to all parties
• Result collation
• Report compiled outlining Programme achievements in combating worklessness in the local community. It includes
  • Project Partners' statement on how the objectives from Step 1 have been achieved, how the project has ‘up-skilled’ the participants, as well as their ROI (savings on recruitment costs). 
  • Participants' statement on
    • achievements highlighted,
    • line manager feedback,
    • ‘Up-skilled’ status - What YOU learnt,
    • future career path and goals,
    • change of outlook – e.g. increased self esteem/community involvement,
    • increased economic freedom.
  • Funder / Training Provider statement on 
    • ROI,
    • achieved visible results from training by ‘up-skilling’ of participants,
    • longevity of programme benefits confirmed through follow up research,
    • analysing ongoing career path of participants, including supporting evidence.
      
      

If you are interested in our services, please contact us!