Our Work

Over the last 20 years, M^cArthur Talent Architects has worked with Public and Private sector clients, delivering a broad range of strategic solutions with a singular objective… helping clients develop their most valuable asset… People.

For an overview of some key projects we have recently completed, just click on any logo below.

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  City of Marion

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  Royal District Nursing Service

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  The Future Of Leadership

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  Helping manage challenging behaviours

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  Team building in early childhood education

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  Helping you get the most out of your people

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  Understanding the new Child Safe Standards

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  New Normal or Preferred Future?

THE BACKGROUND

For over 130 years, RDNS provided a simple but highly effective service where a nurse went to a home, delivered care, then left. However, over the last few years, the Australian health industry has been going through major changes. Two key challenges were the continuing shift in funding from State to Federal initiatives and the increasing rise in consumer choice care (CDC). In order to move with these changes, RDNS identified several key areas of focus including front line staffing numbers, the management structure and physical location rationalisation. In addition, RDNS was also implementing an exciting new technology platform which would remove the need for staff to go into an office to collect their rosters, resulting on an increased focus on patient care.

With such a significant technology enabled and people change process on the horizon, RDNS required a partner to develop and manage assessment centres in order to determine who were the most appropriate candidates for the future of RDNS.

THE PROCESS

McArthur Talent Architects  provided an end-to-end robust process, underpinned by clear competencies, which took away any ambiguity with respect to time lines, methodology, rigour in process and, of course, the desired outcome.
The process consisted of three key stages:

• Design

  The assessments were based around 4 main components: Group Exercise, Competency Based Interviews, Individual Presentations and Psychometric Testing.
• Assessment Centre

  Half and full day assessment centres were conducted based on specific skill set/job functions.
• Post-Assessment
  All participants received in-depth and documented feedback after their assessment.

THE OUTCOMES


McArthur Talent Architects scheduled 32 individual assessment centres across a broad range of locations and managed over 260 applications - all within extremely challenging time parameters. 
Key deliverables included:

• Assessment Centre Manual
  All candidates received a manual that set the scene, communicated the strategy, the timelines, the key personnel involved in the process and a detailed FAQ to manage expectations and support every individual throughout the process.
• Referral Pack
  For each candidate who participated in the assessment centre, the RDNS Executive Team received a comprehensive report on each individual, detailing ratings and a written summary for each activity against the relevant competencies.
• Post Assessment De-brief

  To ensure a seamless start to finish process, McArthur conducted  face-to-face debriefs with each staff member to focus on the positives, the learnings and provide a platform for other opportunities through our recruitment team.

THE CLIENT EXPERIENCE

"For what was always going to be a tricky and sensitive project, I was pleased to say the entire process was complaint-free and that included key stakeholders such as the Unions and Government. All employees agreed that everything was managed professionally, and I couldn't have asked for a more positive outcome than that."

David Aberdeen, Head of People and Culture - RDNS.