AluK (GB) Ltd
AluK (GB) Ltd
Senior Hiring with Predictive Index
At a Glance
The Situation
AluK (GB) Ltd is one of the UK’s leading manufacturers and distributors of aluminium building systems. When HR Director Kirsty Parker needed to make a critical senior hire, the pressure to get it right was significant. The role carried a substantial salary commitment and the wrong appointment would have been costly in time, money, and disruption to the team.
Kirsty had used psychometric tools before but had found many assessments slow to turn around, difficult to interpret, and too vague to be genuinely useful in a hiring decision. She needed something faster, clearer, and more actionable.
The Challenge
The shortlist contained strong candidates. All could do the job on paper. The challenge was identifying which candidate would perform best in the specific role, within the existing team culture, and under the management style in place. Interviews alone could not provide that level of insight with confidence.
A wrong hire at senior level typically costs between 50 and 200 percent of the annual salary in recruitment fees, lost productivity, and management time. For this role, that represented a risk of £40,000 to £100,000 if the decision went wrong.
What KCL Did
Melanie ran Predictive Index behavioural assessments across the shortlisted candidates as part of a structured assessment and debrief process. PI is used by KCL as one tool within a broader professional framework, providing objective behavioural data to support decision-making.
The PI assessment identifies the core drives and behaviours that shape how a person works: how they approach problems, how they influence others, their working pace, and their need for structure and process. Each candidate’s results were contextualised specifically against the requirements of the role and the existing team.
Melanie produced clear individual behavioural reports for each shortlisted candidate and ran debrief sessions with Kirsty and the hiring team, explaining what each profile meant in practical terms for the specific role. The reports were written to be immediately useful to people making a hiring decision, not to require specialist interpretation.
The full process from first assessment to final debrief was completed within one week
Before and After
| Before KCL | After KCL |
|---|---|
| Relying on interviews and gut instinct for senior hiring | Behavioural data on every shortlisted candidate |
| No clear data on how candidates would behave in role | Clear understanding of role and team fit before a decision was made |
| Risk of £40,000 to £100,000 cost if the wrong hire was made | Senior hire made with confidence within one week |
| Previous assessments had been too slow and too vague to use | Melanie retained as go-to resource for all future senior recruitment |
The Outcome
Kirsty and her team made their hiring decision with a level of confidence that had not been possible through interviews alone. The behavioural data gave them specific, actionable insight into each candidate and the debrief sessions helped the team understand exactly what they were looking at and why it mattered.
The hire was made. The candidate settled quickly into the role and the team dynamics that the PI data had predicted played out as expected. Melanie became Kirsty’s first call for senior recruitment decisions going forward.
“I approached Melanie for psychometric testing for senior recruitment. Within the week I had clear, easy-to-understand behaviour reports. Melanie is now my go-to.”
Kirsty Parker, HR Director, AluK (GB) Ltd