Category: Case Study
Est. Read Time: 5 min
EY is a global leader in assurance, tax, transactions and advisory services and each year trains tens of thousands of new recruits to become fully qualified executives.
To help their newly qualified execs decide on the right career path, EY required the design of a Talent Centre service to provide personal career coaching and guidance.
EY believe that an integral part of building a better working world is ensuring that their employees are well matched to their role in terms of values, attitudes and motivations. EY endeavoured to create a service to help in this process as well as avoid people moving elsewhere.
Having had extensive experience of providing high volume online development services for other large clients within the finance sector, Criterion could provide a bespoke solution that was both cost effective and efficient.
Criterion worked closely with existing Qualified Executives to conduct thorough role research, using focus groups to explore EYs career development themes. In parallel, we worked closely with key stakeholders including line managers, coaches and L&D managers to establish priorities for the content of the development tools.
We fed back our findings to EY and used this knowledge to develop an elegant solution tailoring existing online career diagnostic instruments to meet EY’s precise needs.
This approach offered the benefits of drawing on established, extensively researched and validated assessments, and minimised development time, whilst still enabling the inclusion of bespoke features such as:
The dimensions measured by the personality questionnaire were selected from Criterion’s library of scales to reflect the rewards, demands and challenges of different EY career paths. The EY personal strengths questionnaire illuminated the Qualified Executives’ emotional style, drivers and key behavioural strengths.
Individuals then worked alongside coaches to understand how to exploit these in order to maximise their career opportunities.
The bespoke development guidance report was designed to drive the subsequent career development process and was structured around the EY values. It included:
We also ran training workshops for the coaches to ensure that they could interpret the results confidently, with a thorough understanding of the scoring and how to give best practise feedback to the individuals.
System Launch: the program launched in 2015 with fantastic levels of enthusiasm and excellent take up from their Qualified Executives.
Feedback from individuals who had completed the process and received 1:1 sessions with the trained coaches showed:
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