Based on proven theoretical models, Mindmill have developed a range of standardised and validated assessments such as: Behavioural/Personality, Cognitive, Motivational and Work preferences.
Psychometric assessments have been proven to predict future job performance. The Mindmill cognitive assessments effectively predict an individual’s natural ability to learn and acquire new skills and competencies. Mindmill personality assessments determine behaviours displayed at work; identifying ‘soft’ skills and potential ‘cultural’ fit.
Organisations can create a bench mark for a position, against which applications can be evaluated. Psychometrics provide a quick yet accurate way to achieve this. Only those candidates who have the most potential can progress through to the interview stage.
Mindmill technology has been designed specifically for measurement in the human capital lifecycle.
Mindmill's technology modules can be tailored completely to meet your requirements. Mindmill offer a client-centric designed interface and HR process.
Mindmill technology can be integrated into any HR technology framework or platform to offer full automation on any HR process.
Mindmill provide 24/7 global email support, plus dedicated telephone support during UK office hours if required. All Mindmill technology is hosted on dedicated web servers, located in the UK. All maintenance on these servers is carried out by Mindmill technical staff in-house.
Mindmill fully respects your right to privacy on the internet.
Thank you for using Mindmill. The following terms govern your use of and access to Mindmill, so we would ask that you read them carefully. If you have any questions in relation to the terms, please contact us at email@example.com.
1. The User Terms
1.1. These terms (User Terms) form a binding legal agreement (Agreement) between you as the user (you, your) and Mindmill (HR) Software Limited of 22-24 Lombard Street, Belfast, Northern Ireland, BT1 1RB (company no. NI059886) (we, us, our) and relate to how you may use the software or services provided by us to you (collectively, Mindmill). By accepting these User Terms, you agree to be bound by their effect.
1.2. References to clauses (unless otherwise provided) are references to the clauses of these User Terms. Words in the singular include the plural and in the plural include the singular. A reference to a particular law is a reference to it as it is in force for the time being, taking account of any amendment, extension, application or re-enactment and includes any subordinate legislation for the time being in force made under it. References to including and include(s) shall be deemed to mean respectively, including without limitation and include(s) without limitation.
2. Accepting The User Terms
In order to use Mindmill, you must first agree to the User Terms. You may not use Mindmill if you do not accept the User Terms. You can accept the User Terms by:
2.1.1. clicking to accept or agree to the User Terms where this option is made available to you in the user interface provided to you; or
2.1.2. by actually using Mindmill.
2.3. You agree that we may modify the User Terms from time to time without notice. We recommend that you review the User Terms on a regular basis. You understand and agree that any use by you of Mindmill following changes having been posted by us will be deemed acceptance of any such changes.
3. Use Of Mindmill By You
3.1. In consideration of you agreeing to fully comply with and be bound by these User Terms, we hereby grant you a non-exclusive, non-assignable, non-transferrable, non-sub-licensable licence for the duration of the Agreement to use Mindmill for the purpose of undertaking an assessment test or questionnaire provided by us to you (Assessment).
3.2. You agree not to access (or attempt to access) any part of Mindmill by any means other than through the interface that is provided by us. You specifically agreement not to access (or attempt to access) any part of Mindmill through automated means, including use of scripts, robots, spiders, scrapers or web crawlers. You agree that you will not (a) take any action that imposes, or may impose (in each case at our sole discretion) an unreasonable or disproportionately large load on our infrastructure; (b) (save to the extent permitted by governing law) copy, duplicate, reproduce, rent, lease, loan, sell, trade, resell, modify, create derivative works, distribute or publicly display any part of Mindmill without prior written consent from us; (c) interfere or attempt to interfere with the proper working of Mindmill or any related activities conducted by us; (d) bypass any measures we may use to prevent or restrict access to Mindmill; and (e) attempt to reverse engineer, decompile or otherwise seek to obtain access to any source code in Mindmill.
3.3. You agree that you will not engage in any activity that interferes with or disrupts Mindmill or the servers and networks that are connected with Mindmill.
4. End User Data
4.1. Mindmill provides a means of capturing and analysing data. The data we collect from you may include personal data as defined by the Data Protection Act 1998 as amended. By providing any data to us through your use of Mindmill (any such data, End User Data), you acknowledge and consent to the End User data being transferred or stored outside the EEA. Please note that some places outside the EEA may offer lower levels of data protection than the UK. By submitting End User Data, you agree to this transfer, storing or processing.
4.2. By submitting your End User Data:
4.2.1. you grant a worldwide, royalty-free, non-exclusive licence to use the End User Data to us and any third parties with which we may work from time to time in the provision of our services;
4.2.2. you also explicitly consent to your End User Data being analysed and forming the basis of a report to be passed to the third party at whose request you are carrying out the Assessment (such content, Report); and
4.2.3. you represent and warrant that you have the lawful right to provide such End User Data and the necessary rights, power and authority to grant the licence at clause
4.2.4 above and you further represent and warrant that the use by us of the End User Data will not infringe the rights (including intellectual property rights) of any third party.
5. Intellectual Property
5.1. You acknowledge that we own or licence all legal rights, title and interest in and to Mindmill, including any intellectual property rights which subsist in Mindmill (whether those rights happen to be registered or not, and wherever in the world those rights may exist).
5.2. You agree not to use any of the trademarks, trade names, service marks, copyrights, logos, domain names, and/or other distinctive brand features belonging to us or any third party unless you have valid written permission to do so. You agree not to alter, remove or obscure any proprietary notices (including copyright and trademark notices) which may appear in or be held within Mindmill.
5.3. In the event that your use of Mindmill, if used in accordance with the User Terms, infringes any intellectual property rights of a third party, we may, at our sole discretion and expense, replace or modify Mindmill so that it is no longer infringing or obtain for you the right to continue using Mindmill. This therefore constitutes your sole remedy in relation to any such infringement.
6. Disclaimer and Limitation of Liability
6.1. Nothing in these User Terms, including this clause 6 shall exclude or limit any warranty or liability to the extent that the same may not be lawfully excluded or limited by applicable law, including liability for fraud or for death or personal injury caused by its negligence.
6.2. There are no conditions, warranties, representations or other terms, express or implied, that are binding on us except as specifically stated in these User Terms (including implied warranties and conditions of merchantability, fitness for a particular purpose and non-infringement). Any condition, warranty, representation or other terms concerning Mindmill which might otherwise be implied into or incorporated in these User Terms, or any collateral contract, or whether by statute, common law or otherwise, is hereby excluded to the fullest extent permitted by law.
6.3. While we will use every effort to ensure that Mindmill is available to you, you expressly understand that some of the functions of Mindmill rely on an internet connection being sustained and the appropriate equipment being maintained. As such, you expressly understand and so agree that your use of Mindmill is ‘as is’ and ‘as available’.
6.4. In particular, we do not represent or warrant to you that:
6.4.1. your use of Mindmill (including such use in conjunction with any other software) will meet your requirements, or that your use of Mindmill will be uninterrupted, timely, secure or free from error defects in the operation or functionality of Mindmill;
6.4.2. any information obtained by you or by a third party as a result of your use of Mindmill will be accurate or reliable; and/or
6.4.3. that defects in the operation or functionality of Mindmill will be corrected, rectified or remedied.
6.5. Any material downloaded or otherwise obtained from or accessed through your use of Mindmill is done so at your own discretion and risk, and you will be solely responsible for any damage, loss or prejudice to your computer system or other device or loss of data that results from the download or access of any such material.
6.6. In order for you to make use of Mindmill, it may be necessary for you to use particular computer equipment or to download or install certain pieces of software. If you are unable to access all or part of Mindmill because you do not have access to any necessary software or equipment, this will not constitute a breach of these User Terms by us and we shall not be liable for any loss, damage or expense which may result in your inability to access Mindmill.
6.7. You expressly understand and agree that we and our licensors shall not be liable to you for:
6.7.1. any direct, indirect, special, incidental or consequential loss or damage which may arise in respect of your use of Mindmill and/or its non-availability;
6.7.2. loss of profit, business revenue, goodwill and anticipated savings and/or job opportunities;
6.7.3. any trading or other losses which you may incur as a result of your or a third party’s reliance upon any content of Mindmill or any Report associated with your use of Mindmill;
6.7.4. the deletion or corruption of, or failure to store any content and other data maintained or transmitted by or through your use of Mindmill; or
6.7.5. any effect which the use of Mindmill may have on any software you use.
6.8. Subject to the clauses above, and in acknowledgement that your access to Mindmill is free of charge, the aggregate liability of us in respect of any loss or damage suffered by you and arising out of or in connection with your use of Mindmill, shall not exceed £1.00.
6.9. You agree and acknowledge that you are in a better position than us to foresee and evaluate any potential damage or loss which you may suffer in connection with your use of Mindmill; that we cannot adequately insure against our potential liability to you; and that, accordingly, the exclusions and limitations contained in this clause 6 are reasonable. You also undertake at all times to mitigate any such damage or loss.
7. Term and Termination
7.1. This Agreement shall commence upon your acceptance of the User Terms and shall last for the duration of the Assessment, whereupon it shall terminate automatically.
7.2. Mindmill may terminate the Agreement in its sole and absolute discretion with immediate effect.
7.3. Upon termination of the Agreement the following clauses shall apply:
7.3.1. the licence granted to you at clause 3.1 shall be immediately revoked;
7.3.2. all of the legal rights, obligations and liabilities that you and we have benefited from, been subject to (or which have accrued over time whilst the Agreement has been in force) or which are expressed to continue indefinitely, shall be unaffected by this cessation, and in particular, the provisions of clauses 3.2, 4, 5, 6, 7.3, 8 and 9 shall survive termination of this Agreement; and
7.3.3. we reserve the exclusive right and prerogative to retain, maintain, archive, protect, use or store any personal data or such information, without regards as to time or duration, as is strictly necessary to comply with our legal obligations, resolve disputes and enforce agreements.
8.1. You will not assign, transfer or sub-license any of your rights or obligations under these User Terms. We may at any time assign all or any of our rights and transfer all or any of our obligations under these User Terms.
8.2. Failure or neglect by us to enforce any of the provisions of these User Terms at any time shall not be construed or deemed to be a waiver of our rights, nor shall this in any way affect the validity of the whole or any part of these User Terms, nor prejudice our rights to take subsequent action.
8.3. If any part of any provisions of these User Terms shall be or become invalid, unlawful or unenforceable to any extent, then the remainder of such provisions and all other provisions of these User Terms shall continue to be valid and enforceable to the fullest extent permitted by law.
8.4. These User Terms represent the entire agreement between you and us in relation to the subject matter of these User Terms and neither of you nor us has relied upon any statement or representation made by the other in agreeing to enter this Agreement.
9. Law and Jurisdiction
9.1. These User Terms shall be construed in accordance with Northern Irish law and the parties hereby submit to the exclusive jurisdiction of the Northern Irish courts to settle any disputes which may arise in connection with these User Terms.
To comply with the requirements of the General Data Protection Regulation (GDPR), this document covers the specific requirements and business practices around privacy and data processing for MindMill (HR) Software Ltd.
This policy aims to protect the individual as well as provide reassurance regarding the confidential treatment of information relating to Mindmill (HR) Software Ltd employees /clients and candidates.
Data protection compliance should be seen as an integral part of employment practises in order to develop a culture in which respect for security and confidentiality of personal/ client data is recognised.
As an HR Technology company MindMill takes our responsibility to safeguard our client data very seriously. Even though user data via our Assessment Platform is almost immediately anonymised and retained only in accordance to the data policies of our clients, we take utmost care to ensure compliance to Data Protection legislation.
Central to the Act are eight data protection principles which all data controllers must follow to ensure that personal data is:
These principles protect the individual and also make sound business sense (for example, if we send out mailing based upon incorrect or out of date records not only may we be in breach of the act and could annoy clients/ candidates, but we could ultimately waste our own time and money).
Under the GDPR, MindMill respects the right of data subjects to access and control their personal data and has provisions in place for:
Mindmill (HR) Software Ltd will endeavour to provide:
This document should ensure the governance framework and implicitly ensure that the Information Security Program implements adequate:
The Board of Directors, the CEO and the other approvers (Head of Operations / Client Service Executive) realize how important Information Security is to Mindmill, and have the responsibility for:
Personal Information is stored separately on two core systems at MindMill. The Assessment System and the Recruitment system. A list of Key Information that may be stored on each system is as listed below. Not all fields are applicable in every deployment, and the list lists data fields irrespective of the length of time that data is stored on our systems.
Users can get in touch if they have questions or concerns about your privacy practices, their personal information, or if they wish to file a complaint. The MindMill data controller can be reached via firstname.lastname@example.org
NO personal or personally identifiable information is used/shared within MindMill’s internal processes. Personal and identifiable data is only used or shared by the commissioning client and that information protection falls under the scope and responsibility of the commissioning client, their Privacy Policies and Data Protection process.
MindMill may use anonymized data to create/update Psychometric norms but no identifiable data is kept or used for this purpose.
If you are a customer of ours, we may contact you from time to time by call or email to provide some information about our products or services. You can ask us or third parties to stop sending you marketing messages at any by contacting us, as appropriate, at any time. Where you opt out of receiving these marketing messages, this will not apply to personal data provided to us as a result of a service experience or other transactions.
MindMill does not provide users’ personal data to third parties for marketing purposes. However, should this need arise we will get your express opt-in consent before we share your personal data with any company outside of our own for marketing unrelated to our company.
Mindmill provides a means of capturing and analysing data. The data we collect from you may include personal data as defined by the Data Protection Act 1998 as amended. By providing any data to us through your use of Mindmill (any such data, End User Data), you acknowledge and consent to the End User data being transferred or stored within or outside the EEA. Please note that some places outside the EEA may offer lower levels of data protection than the UK. By submitting End User Data, you agree to this transfer, storing or processing.
All MindMill services are cloud-based and servers and databased are hosted in London (UK) with www.webhosting.co.uk. Their specific terms of service can be found and reviewed at https://www.webhosting.uk.com/terms-of-service/
Enterprise threat modelling means the exercise of identifying who could be a threat to your organization, what their motives might be and how they would go about accomplishing these motives. It is important to note that threat modelling isn’t something you only do for applications, but something you do for the entire enterprise, hence “enterprise threat modelling”
This threat modelling should include all of the three aspects of the CIA triad and include also for example system failure and manual error. It should model expected or unexpected attackers against the company, their likely TTP (tools, tactics and procedures), their motivation and intent and what they might be likely to do if they breach the company. Using the threat modelling proactively can be used for budgeting investments and for prioritizing tasks in the day to day work by IT and Security personnel.
Based upon risk assessments and risk/consequence estimations preventive, discovering and corrective security controls should be implemented to iteratively until residual risks are within acceptable thresholds i.e. within the risk appetite. The areas to be included in risk assessment are:
All business applications shall be developed using the OWASP SAMM framework for application security.
Different classification levels for assets/systems should be defined, for example:
All systems/business applications/infrastructure should be assigned a business criticality between 1 and 3 where 1 means business critical and 3 means a not very critical system /application /infrastructure element. Example of a criticality rating of 3 could be a test system.
Only the business part of the company can prioritize these appropriately, so it’s a project that Information Security can lead but needs also the approvers and relevant business stakeholders. A list of all relevant systems/business applications/infrastructure with a given priority is required and should be updated annually.
To re-establish a business as usual condition following a disaster or a major incident, the company must maintain a Business Continuity Plan and a Business Recovery Plan. The plans must ensure that the company can re-establish systems and data within a predefined time frame. The plans must contain detailed emergency plans for all infrastructure within scope. To accomplish this a scope must be established and approved by the approvers.
The BCP and BRP must be tested at least once per year by for example moving the active systems to the disaster recovery site or by conducting a similar simulation.
The CEO and/or approvers are responsible for defining acceptable downtime. IT responsible and Information Security responsible are responsible for creating plans that can implement the requirements and testing them.
All policies, risk assessments, and controls should be periodically re-evaluated/audited at least annually and whenever appropriate to ensure a continuous improvement of Information Security.
The overall goal of defining the rules of outsourcing and vendor management is to:
The purpose of this notice is also to satisfy legal and regulatory requirements and to manage the risks involved with outsourcing of significant activities.
Outsourcing should be used:
MindMill complies to and operates as an extension to the Data Retention Policies of its clients and project initiators. As all data entering the Mindmill system belongs to the commissioning client, MindMill operates as an outsourced provider or 3rd party to the commissioning client. MindMill thus only processes data, provides packaged data to the customer and destroy or anonymize the data in accordance the applicable data retention policy.
In certain instances, MindMill makes use of Automated Decision making in order to streamline workflow and the processing of information.
Significant outsourcing activity: Outsourcing of an activity that has a significant size either in financial terms or in impact on the company’s operations and/or clients.
Information Resources (IR): any and all computer printouts, online display devices, magnetic storage media, and all computer-related activities involving any device capable of receiving email, browsing Web sites, or otherwise capable of receiving, storing, managing, or transmitting electronic data including, but not limited to, mainframes, servers, personal computers, notebook computers, hand-held computers, personal digital assistant (PDA), pagers, distributed processing systems, network attached and computer controlled medical and laboratory equipment (i.e. embedded technology), telecommunication resources, network environments, telephones, fax machines, and printers. Additionally, it is the procedures, equipment, facilities, software, and data that are designed, built, operated, and maintained to create, collect, record, process, store, retrieve, display, and transmit information.
Incident: Any event that does or could have caused an unintentional effect on the company’s IR with regards to the CIA triad Confidentiality, Integrity and Availability. Covers also security incidents.
SLA: Service Level Agreement. An agreement with a third party.
OLA: Operational Level Agreement. A company-internal SLA.
BCP: Business Continuity Planning.
DR: Disaster Recovery
Mindmill are pioneers in computer based psychometric profiling and screening, creating validated theory and easy to use assessment delivery. As of 2013, all our assessments and associated HR administration are online – available 24/7 from any device or tablet.
Mindmill Self Inventory (SI) personality measure draws upon the most up to date theoretical thinking on measuring personality.
Mindmill have four versions of personality assessments:
The Mindmill Self-Inventory has been developed from the Big Five theory, the most modern and well validated personality theory. Professor Sidney Irvine, the creator of Mindmill assessments worked closely with Professor Raymond Christal, who along with Ernest Tupes developed the original Big Five theory of personality. Prof Irvine continued to develop the Big Five based on recommendations - the inclusion of an extra domain of assertiveness, plus instant measures of social desirability and guarded response.
Research has shown that social desirability and guardedness can distort or fake replies to questions. The Self-Inventory contains patentable algorithms for scoring these two dimensions and issuing warnings.
MindMill reports are simple to understand, with no psychological expertise needed to interpret the findings. The Self Inventory uses plain language to ensure that it is easilty understood by all administrators and users.
The Self Inventory can be completed in 10 – 15 minutes, is scored immediately, providing instant results and reports.
Mindmill cognitive assessments measure natural ability as opposed to academic ability. Our assessments do not dis-advantage any individual – they simply measure the raw potential of an individual (Trainability).
MindMill measure trainability with our scale - Capacity to Process Information (CPI), this measurement is a fundamental building block in the rate of learning new skills on the job or success in initial training. This can determine how quickly someone will learn on a new tasks or how much help/guidance they will need in relation to learning new skills on a job.
Individuals can be ranked by CPI – therefore reducing the size of any candidate pool to be interviewed = quick, objective screening. MindMill cognitive assessments are designed to ensure that tests are fairly administered, not biased against any gender, ethnic or social group.
MindMill ability tests have been proven to be the most psychometrically robust, culture-free assessments of raw potential and ability internationally.
Body Clock and Individual Adaptation Styles
Biological Adaptation to Night and Day Scenarios (BANDS)
This assessment measures an individual’s natural biorhythms or body clock. JOIN is useful in identifying the time of day an individual is likely to perform best, whether they need routine in their job role or if they can be flexible. It also assesses whether an individual is building up sleep debt on a regular occurrence.
The BANDS measure is a unique yet we feel very important measure in today’s fast paced or shift based work life.
Jobs and Occupations Inventory (JOIN)
Vocational Guidance Assessment
This assessment measures interests and motivation in terms of careers. It presents a wide range of related work activities in the shortest possible framework.
Once choices are made, and are assessed for strength of interest, a more-fine-grained appraisal is possible. At the end, there is an option to view descriptions of the two most highly favoured jobs.
This assessment is often used in career guidance for young people, but is also valid for adult employability assessments and can be adapted for internal assignations of staff. For example, the items can be customised for specific job roles within an organisation to identify which sectors potential and/or current employees are best suited to.
Organisational Screening Tools:
Standardisation and Validation
Professor Irvine, the creator of Mindmill assessments, developed item-generation theory - a major application used in the construction of cognitive assessments. In fact, it is an intellectual contribution to test development that is unique, with great potential for changing the ways tests are generated. Item generation allows computers to generate new items (questions) of equivalent difficulty, which are delivered, scored and stored in real time. This development has eliminated many problems that derive from paper and pencil assessments or ‘off-the-shelf’ products.
Test compromise due to overexposure has been a major problem area for psychometric assessments, where individuals can learn questions and cheating can become a common problem, however with Mindmill Cognitive Abilities, this is eliminated.
Multiple parallel forms can also be produced as and when required which will have the same properties as every other assessment. Parallel forms allow further quality control and to assess test reliability.
Mindmill assessments are the only one on the market offering the prospect of a different form of test for each registered user. As many forms of the tests as are necessary for security may be offered to each organisation in the secure knowledge that no other test has identical items.
(Generation and Updating of Normative Data)
Norms can be identified as the established values, beliefs and behaviours of a particular group of individuals. They are expectations of an average population group bases on multiple observations. In psychometric assessments, norms can be used to identify an individual’s behaviour relative to a particular group of people - a norm group. The norm group can range from a general sample such as the UK population to a more specific sample, such as a female graduate sales person.
By comparing individual results to a particular norm group, comparisons can then be made on that individual’s ability and behaviour accordingly. For example, a person who scores 80 out of 100 may appear to have a good score, however if this score was compared to a particular population where the majority of individuals obtained 80 or more, this original raw score is not as good as it once was perceived. Thus it is important to ensure that an individual is compared to the appropriate norm group.
For example, if you are hiring a sales person, it would be more beneficial to compare their assessments results with other sales people as opposed to a completely different group such as Software developers. Mindmill have the capabilities to both generate new norms and update existing norms as and when individuals sit a range of assessments. This is important as it ensures that individuals are being compared to the most up to date, representative population group that currently exists in society at that particular time. These norms can then be analysed regularly to reflect the differences in society, for example across cultures, between different job roles, between different companies with the same job roles and so on.
People are the cornerstone of every successful organisation across the globe, it is therefore paramount to exert a conscious effort to assess, understand and develop the people that comprise your organisation. Mindmill offer a series of HR interventions that assess and develop individuals to optimise an organisations performance potential. These inteventions include:
Mindmill has access to a vast library of scientifically developed competencies that can be integrated with any organisation’s own personal values. If an organisation has an existing Competency Framework, Mindmill can integrate this into the Mindmill Platform. This means questions and reporting exactly matches the terminologies that are already used within the organisation.
The 360 Assessment can identify competency at all job levels, as different competencies may require a different level of engagement.
Mindmill offer a fully bespoke, no compromise and company-specific approach to 360 appraisals.
Talent Identification and Benchmarking:
Many organisations understand that it is typically cheaper and better for the company culture when talent is produced internally. Mindmill's assessments will give an organisation the same information about an existing employee as it does a new hire, including mapping against an organisation's Competency Framework, meaning an objective approach to identifying the best person for a particular role. This is completed using Job Role Analysis and Benchmarking of the role requirements. This can be used to create a talent pool within the organisation identifying employee competency, natural ability, motivation and leadership potential for succession planning.
How do organisations measure the current mood in the organisation? A happy employee is typically a better employee. Mindmill offers orginisation's an effective, anonymous Employee Engagement Survey that questions all aspects of an employee’s job. Mindmill then produces reporting which highlights themes and trends to identify the current perceived strengths, areas for development and potential solutions designed to improve engagement within the organisation.
When a recruitment campaign has brought a new wave of employees there are (or should be) several concerns; Will they perform? How long will they take to settle? Will they be retained? Issues like attrition and performance management are valid worries but can be mitigated when correctly monitored. Mindmill offers an Onboarding process that will follow a candidate through their initial period in an organisation measuring how they are fitting in and taking on the support provided to them. Using Mindmill’s understanding of the three-dimensional employee, the Onboarding process allows an organisation to understand and measure all aspects of a new hire.
In the Human Capital world, HR Data and analytical models are becoming increasingly important. Although organisations collate huge amounts of employee data through Payroll and Attendance, HR Management, Applicant Tracking and Learning Management Systems - these systems rarely communicate with one another or refer to HR data to allow an overall picture of your talent activity and performance.
Mindmill work with clients to identify specific analytics they wish to measure to improve productivity and human resource process. Mindmill consultants will help develop HR and Technology process which meet those exact needs. Our outcome may include technology integration, organisational design and HR business process design and review.
HR Management / Applicant Tracking System Integration:
Mindmill provide seamless single sign on process between these systems to allow data collection as a single data set - offering predictive data between assessment profiles and candidate / employee performance.
Learning Management Systems:
Training Needs Analysis can be performed as part of the Assessment Process. These can be mapped directly to an organisation’s L&D Framework with training interventions automatically instigated in the organisation’s Learning Management System.
Complete Assessment Management:
Mindmill have designed and developed an assessment aggrigation technology offering full integration, data collection and report generation with other test providers. Correlative data can be gathered from a number of assessment providers and stored in one centralised system. This data can then be mapped to the organisation’s Competency or Leadership Framework.
Already Have Systems In Place? Not a problem!
Mindmill’s technology platforms and solutions have been developed to be flexible to your needs. If you use another provider, Mindmill’s technology team has the ability to create middleware applications which will enable effective communication between these systems.
Mindmill's Applicant Tracking System streamlines the recruitment process so your organisation can make the right decisions in their selection process.
Clients that choose to invest into an ATS know that they are investing into the future talent of their organisation. By making the application process efficient and tailored to your organisation means that your new hire will strive for the organisation’s success.
Learning Management Systems are key to career development. They schedule, deliver and measure training interventions which concern an employee’s development for their own career progression and also overall organisational strategy.
Mindmill’s LMS allows for the delivery of online content to the workforce. This online training can be assigned by Company Administrators, automatically by the Mindmill Assessment System based on Assessment Results, or by the Employee themselves. This data can then be used to measure Training Needs trends within an organisation. It is important to monitor all available talent data through an LMS in order to raise awareness within a company and implement the correct policies.
External content can be added into the system and mapped to the Learning and Development Framework within the LMS. By having an LMS at the core of an organisation’s HR it allows clarity and objective review of the most important resource within the business, its workforce.
Developed by our partner Dashboard Simulations, Mindmill Teamplay has been designed to boost learning and stimulate behavioural change through team-based simulations which use both intra-team collaboration and inter-team competition to produce significant, measurable improvements in participants' performance in the workplace.
Making an informed career choice at any stage of life can be one of the most exciting yet daunting experiences for anyone; student, graduate or seasoned professional. Mindmill careermaps can help make this process less intimidating, and more explorative and gratifying. The challenge for many careers advisors is in attaining a better match between individual competencies, skills and qualifications for the benefit of employers and extended learning environments.
Mindmill Careermaps is an online profiling tool which helps to define and measure an individual’s natural aptitudes, abilities, interests and motivations. It can be used by career advisors as an objective means to determine employability skills, enhance personal development plans and, ultimately, facilitate lifelong learning in the career guidance process.
Mindmill have experience successfully indentifying candidates who have the capacity to rapidly learn new information in intensive training courses. Mindmill have identified candidates for programmes in a number of sectors, including ICT, Engineering, Law, Financial Services and Sales and Marketing. For more information please read our Department for the Economy case study.
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