Our Work2018-09-30T14:06:55+00:00

Our Work across Industries

India is the largest provider of generic drugs globally with the Indian generics accounting for 20% of global exports in terms of volume. As opposed to other industries, our talent assessments research indicates, that, the pharmaceutical industry invests more in assessment centers for junior level employees (38%) as compared to those at mid (31%) and senior levels (31%). Today, the pharmaceutical industry tends to focus heavily on talent development initiatives across the 3 levels, relying on assessment centers as the method of choice in diagnosing strengths and development areas.

Use Cases:

Global pharmaceutical company engaged in the development of medicines and healthcare products

Client Expectations
Cast a wider net for talent
Enable transparent evaluations and promotions
Reduce managerial bias

Solutions
Validated success competencies
Cognitive and behavioral assessments
Assessment delivery online

Outcomes
500 participants assessed
Saved logistics effort and opportunity cost
Data collected to benchmark year on year

A global research based biopharmaceutical company

Client Expectations
Build performance oriented culture
Assess employees to identify and bridge gaps in competencies as compared to organizational benchmarks
Multi-region, multi-therapy analytics

Solutions
Configured hybrid ACDC with behavioral and cognitive tools, experiential simulations, case study, BEI and multi-rater feedback
One-to-one debriefs and insights for IDP creation

Outcomes
Saved logistics effort and opportunity cost
In-depth potential versus perception analytics
Results taken as input for lateral hiring initiatives across 8 roles

A global pharmaceutical giant with a significant market share in India

Client Expectations

Personalized development journeys
Enhancing competencies associated with talent, enterprising mindset and agility

Solutions

Assessment center for diagnostics
Simulations, cognitive and behavioral assessments
Micro-learning based development journey

Outcomes
90% people participated
80% liked the content
40% reported to have seen improvement

Indian pharmaceutical giant with a global supply chain model

Client Expectations
Leadership development through self awareness
Identification of perception gaps and blind spots

Solutions
Validated competencies and questionnaire tailored to client values
Configured a bespoke 360 degree multi-rater for Indian and global leadership

Outcomes
700 leaders received insights
3000 raters involved
Smooth execution across 11 countries
Identified development gaps at individual and organizational level

The Indian IT/ITES industry is gradually evolving along with its talent canvas. Our talent assessments research indicates, that, at junior levels, organizations tend to seek analytical insights on success factors, competency framework revisions, and industry benchmark comparisons. At mid-levels, there exists a focus on seeking group-level insights to explore group strengths and development areas, which feed into learning and development initiatives. At senior-levels, success profiling studies for aspirational benchmarks and succession planning readiness are popular.

Use Cases:

Established MNC with key business offerings around strategic digital consulting

Client Expectations
Identifying factors contributing to success across associate and managerial levels
Specifically higher emphasis on values
Redesigning competency framework

Solutions
Broad behavioral assessment
Focus on values related to leadership and execution
Regression analysis to identify success parameters

Outcomes
Over 800 employees assessed
Provided distinct differentiation between performers and non-performers
Underlined behaviors of high performers, which were to be used for development and selection

A global technology leader with clients in over 40 countries

Client Expectations
Scalable assessments for multi-level promotions
Scientific, objective and transparent process
Logistical ease of coordination and execution

Solutions
Psychometric, cognitive and inbasket assessments
Assessments customized to client competency framework
Detailed report interpretation guides

Outcomes
High correlation between Jombay assessment and client panel interviews
Jombay assessments replaced panel interviews in the subsequent years
Over 1000 candidates assessed

A major Indian IT firm with an established presence in over 30 countries

Client Expectations
Assessing perception gaps to enable senior leader development
Focus on entrepreneurship and operational excellence

Solutions
Validated competencies and bespoke questionnaire tailored to client focus areas
Extensive insights on stakeholder-wise perception gaps

Outcomes
More than 6000 stakeholders involved
Saved logistics effort and opportunity cost
Recommendations for developmental initiatives at individual and organizational levels

A multinational telecommunications conglomerate

Client Expectations
Transparent and scientific competency evaluation for hiring activation officers
Streamlining hiring intervention and improving process efficiency

Solutions
Integrated aptitude and behavioral assessments
Real-time aggregated reports to facilitate volume hiring

Outcomes
Pan India deployment of assessments
Effective hiring of candidates who fit competency and proficiency expectations
Enabled filtering of low fit candidates, saving on effort and interview times

For the aggressively growing retail industry, it is vital that talent acquisition and capability building keep pace with its rapid growth. While proficiency in ‘Customer Service Orientation’ is assessed across all three levels, our talent assessments research indicates that ‘Innovation’, ‘Problem Solving’, and ‘Accountability’ are key differentiators between the top and average performers at the junior level. From an employee development perspective, more attention is given to group level insights for mid-managers; whereas, for senior leaders, more attention is given to individual development and executive coaching.

Use Cases:

A major jewellery retail chain in India with outlets in 40+ cities

Client Expectations
Leadership development of HODs with extensive focus on effective operational and execution excellence
Personalized ‘on-the-job’ development journeys

Solutions
Configured a 360 degree multi-rater feedback exercise
Activity-based, on-the-go, action-learning development journeys with habit formation
Experiential simulation-based development workshops

Outcomes
In-depth perception gap analysis with group debriefs
Bespoke micro-learning based development journeys based on identified individual development areas

A leading multinational B2B wholesaler with an established presence in 25 countries

Client Expectations
Efficient and reliable modern talent assessment center
Accurate promotional readiness insights
Enabler for global promotion nominations

Solutions
Virtual assessment center
Behavioral and cognitive assessments with experiential simulations

Outcomes
550 assessments administered
Significant correlation between Jombay online assessment centers and traditional models
Saved logistics effort and opportunity cost

A leading multinational organization engaged in designing and manufacturing apparel and footwear

Client Expectations
To identify factors contributing to success across multiple levels
To improve hiring process by introducing a scientific and standardized assessment framework

Solutions
Behavioral, aptitude and cognitive assessments across junior, mid and senior levels
Regression analysis to identify success parameters

Outcomes
750 assessments administered
Provided distinct differentiation between performers and non-performers
Enabled a standardized, seamless and scientific hiring process at scale

A multinational manufacturing and home appliances organization

Client Expectations
Cast a wider net for talent and reduce interviewing bias
Streamlining hiring interventions across three levels – retail executives, junior managers and senior management

Solutions
Validation of competencies across multiple levels
Behavioral assessment with local language support
Reliability analysis and hiring readiness

Outcomes
3800 assessments administered
Assessment accuracy established across roles
Smooth execution, objective and bias-free hiring interventions

India has a diversified financial sector undergoing rapid expansion. To achieve sustainable growth, it has become important for talent managers to drive a competitive, innovative and resilient workforce towards service excellence. Our talent assessments research indicates that, at junior and senior levels, organizations tend to conduct assessment centers centered around organization-wide value frameworks. At the mid-level, functional and business competencies are the key focus areas.

Use Cases:

One of India’s fastest growing private sector banks serving over 5 million customers

Client Expectations
Integrating Jombay behavioral assessment with client’s existing aptitude and functional assessments
Objective online evaluation and logistical ease

Solutions
Reliability analysis to gauge assessment effectiveness
Industry comparison
Trend analysis on hired candidates to improve selection

Outcomes
8500 assessments administered
Enabled seamless and scientific selection process at scale
ATS integration to provide seamless applicant tracking and reporting

Financial services arm of a global automotive giant

Client Expectation
Development of distributed dealership workforce on functional, product and service competencies through a digital medium

Solutions
Micro-learning platform with quizzes, lessons, and reference lists
Game mechanics to improve participation and engagement

Outcomes
700 active users
90% downloads on day 1 of pan India launch
80% monthly participation
Winners regularly awarded in company meets

A state owned banking and financial services organization

Client Expectation
Identifying future leaders to undergo a leadership development journey using a scientific and objective online assessment

Solutions
Cognitive and behavioral assessments, followed by BEIs
Assessment of key competencies associated with people management, leadership, strategic outlook and execution

Outcomes
400 assessments administered to shortlist 100 candidates
Process was seen as fair and transparent

A eminent financial and banking service firm with a worldwide presence

Client Expectations
Identification of success competencies
Objective shortlisting of HiPos for leadership development at scale

Solutions
Benchmarking analysis
Online behavioral and cognitive assessments
Groupwise stack ranking reports

Outcomes
6300 assessments administered
Success profiling and customized benchmarks used to filter candidates

The Mutual Funds and Insurance industry in India is set to grow considerably, owing to rising financial literacy, young insurable population, and support by favorable government initiatives. Our talent assessments research indicates that for hiring interventions at junior and mid-level, higher importance is typically given to specific competencies, which include; ‘Problem Solving’, ‘Effective Communication’, ‘Achieving Results’, and ‘Organizational Skills’. For employee development interventions at mid-level and senior levels, key competencies gauged are ‘People Leadership’, ‘Execution Excellence’ and ‘Impact and Influence’.

Use Cases:

A multinational organization offering a wide range of general insurance solutions

Client Expectations
Identify development areas for senior leaders using 360 multi-rater feedback survey
Guidance for individual development plans (IDP)
Transparent and confidential process

Solutions
Validated competencies and bespoke questionnaire based on success behaviors for senior management
Group debrief webinars

Outcomes
700 assessments administered to over 5000 stakeholders
Identified perception gaps and blind spots
IDP guidelines and development recommendations provided

A life insurance and pension business player with significant presence in India

Client Expectations
Training and development of frontline employees
System of learning that offers significant reinforcement and habit formation

Solutions
Micro-learning based development journey
Extensive training on functional and domain knowledge
Game mechanics to encourage participation

Outcomes
1200 participants across different geographies
Significantly high engagement levels
Reduction in onboarding time for new hires

One of India’s leading insurance providers

Client Expectations
Standardized and scalable solution for pan-India hiring across 4 roles
Identification of success factors to streamline hiring

Solutions
Plug and play assessment rollout for recruiters
Identification of factors that clearly differentiate performers from non-performers
Extensive hiring funnel and demographic analyses

Outcomes
9000 assessments administered
75% correlation between Jombay scores and manager observations
71% confidence in differentiating between top performers and non-performers
9% increase in retention rates

A multinational insurance company serving over 1.3 million customers

Client Expectations
Boost talent engagement and personal connect with individual contributors and team leads
Scalable assessments for distributed teams

Solutions
Ongoing hybrid talent assessment center via monthly nominations
BEIs to ensure personal connect

Outcomes
Majority candidates rated the process as fair and transparent
Online assessments and telephonic interviews reduced logistical issues and cost implications
Mobile learning to follow

Increasing disposable incomes among India’s rising middle class, along with a burgeoning civil aviation industry have accelerated the growth of the hospitality and aviation industry in the country. With the availability of a multifaceted talent pool, the industries talent requirements are based on its evolving business needs. Our talent assessments research indicates that ‘High Service Orientation’, ‘Customer Obsession’, ‘Smart Problem Solving’, ‘Decisiveness’, and ‘Competitor Awareness’ are key competencies that are trending currently. ‘Result Orientation’ as a competency has seen the lowest inclusion in a competency framework in comparison to other industries.

Use Cases:

A leading low cost Indian airline

Client Expectations
Onboarding and training oriented to client’s customer centric values
Group-level insights for individuals and learning batches

Solutions
Scientific behavioral assessments integrated with onboarding and training programs
Easy-to-interpret reports with development guides

Outcomes
Effectively identified critical behaviors and development insights for individuals and groups
Assessment found to resonate impactfully with candidates

A chain of luxury hotels with an established worldwide presence

Client Expectations
Evaluate potential hires on value framework to ensure culture fitment for management trainees
Identify potential for selection to accelerated growth programs

Solutions
Custom behavioral assessments for pan-India hiring
Benchmarking based on department and level

Outcomes
Enabled candidate selection based on value alignment
Substantially reduced the effort and cost of evaluation and shortlisting

A premier airport services organization

Client Expectations
Transparent assessment of senior managers and VPs across multiple functions
Objective, standardized and scientific assessments

Solutions
Bespoke behavioral and cognitive assessments tailored to client competencies
Fully online assessment delivery

Outcomes
Seamless shortlisting of candidates for accelerated career paths
Meticulous planning and execution for a hassle free end-to-end experience
Exercises lauded for fairness, objectivity and transparency

A pan-India tourism and hospitality organization

Client Expectations
Overhauling existing evaluation and promotion system
Identifying factors contributing to success
Redesigning organization-wide framework

Solutions
Custom behavioral, cognitive and aptitude assessments for pan-India resort manager promotions
Front-line sales hiring
Regression analysis to identify factors contributing to top performance and tenure

Outcomes
Function wise success profiles and benchmarks established across 16 roles
Clear differentiation between performers and non-performers
9-Box performance versus potential model developed

Currently on the path to becoming a hi-tech manufacturing hub, India is expected to become the fifth largest manufacturing country in the world by 2020. Being one of the first industries to adopt assessment centers, organization have transitioned from using purely face-to-face assessment centers to hybrid, and then virtual (fully online) assessment centers. Increasing automation, along with dynamic customer expectations in an hyper-competitive market will serve as an impetus to talent development initiatives focused around customer service and expectation management.

Use Cases:

An established industrial solutions manufacturing firm based in India

Client Expectations
Utilize assessment center reports as an input for promotions
Identify development areas for service engineers

Solution
Hybrid talent assessment centers including behavioral assessments and face-to-face BEIs

Outcomes
Objective identification of talent for promotion
Agile and efficient delivery of the reports
Outlined critical development areas for service engineers

A leading international manufacturing organization with a presence in over 100+ countries

Client Expectations
To identify HiPos based on client competency framework at junior, mid and senior levels
Develop HiPos on identified competencies

Solutions
Behavioral and cognitive assessments
Level-wise HiPo readiness and training requirement analysis
Delivered client HiPo training program using micro-learning approach

Outcomes
Established a HiPo talent pipeline at multiple levels
6x more engagement among participants

A leading consumer chemicals manufacturer in India

Client Expectations
Evaluate performance of assistant sales managers based on feedback from direct reportees
Transparent and anonymous feedback mechanism
Inputs for individual development plans

Solutions
Validated job descriptions and bespoke questionnaire to provide performance and knowledge insights
One-to-one report debriefs with developmental inputs

Outcomes
Increased clarity on perception gaps in terms of performance and knowledge
Personalized recommendations for individual development
Intervention lauded for the rich data collected

A leading Indian manufacturing conglomerate which is also a Fortune 500 giant

Client Expectations
Identify high potential candidates at scale for accelerated career growth opportunities
Fair and transparent process with high-level of execution responsiveness

Solutions
Online behavioral and cognitive assessments
Configured assessment center custom to client values and leadership expectations
Business Unit wise training requirement reports delivered

Outcomes
4000 assessment administered
Seamless shortlisting of candidates for accelerated career paths
Meticulous planning and execution with report familiarization webinars ensured a smooth end-to-end experience

The fast-moving consumer goods (FMCG), Food and Beverages (F&B) and consumer durables industry is the 4th largest sector in the Indian economy. Our talent assessments research indicates that hiring interventions that feed into development programs for new employees appear to be the focus at junior levels. Senior level frameworks tend to be centered on organizational values and business competencies, while interventions at the mid-level, there is a very high emphasis on ‘Communication and Negotiation Skills’.

Use Cases:

A world leader in manufacturing and retail of beverages

Client Expectations
Campus recruitment based on core organizational values
Positive candidate experience

Solutions
Behavioral and ability assessments customized to client values
Assessment delivery online

Outcomes
Intelligent, scientific assessments enabled fair and objective evaluation of candidates
Client effectively adopted value-based hiring
Level playing field for all candidates

A world leader in cosmetics and beauty products

Client Expectations
360 feedback survey to identify perception gaps and development areas for brand and factory managers
Parallel rating for simultaneous stakeholder feedback

Solutions
Bespoke 360 degree questionnaire to client’s customer centric framework
Parallel rating enabled raters to assess multiple stakeholders simultaneously
In-person report debriefing sessions

Outcomes
Increased clarity into perception gaps with respect to performance and knowledge
Identification of critical group development areas

One of India’s leading consumer products company

Client Expectations
To identify factors contributing to management trainee (MT) success
Seamless integration of client factors and Jombay competencies to streamline MT hiring

Solutions
Behavioral and cognitive assessments
Regression analysis to identify factors contributing to top performance
In-depth demographic trend analysis

Outcomes
Top performer benchmarks established
Data-driven insights into organization’s cultural landscape
90% success factor probability set to improve quality of hires

A market leader in the consumer goods industry

Client Expectations
Leadership development via self-awareness
Transparent, fair and democratic exercise for managers to seek feedback from reportees

Solutions
Designed and configured ‘360 Selfie’ intervention for managers to invite direct reportees to provide feedback
Internal communication collateral deployed to support exercise objective

Outcomes
Identified perception gaps and blind spots for managers
Easy-to-interpret reports, self-sustaining exercise
Exercise ingenuity and anonymity appreciated by stakeholders

In India, real estate is the second largest employer after agriculture and is slated to grow at 30% over the next decade. Our talent assessments research indicates that owing to higher focus on customer centricity and cross-talent hiring, competency frameworks across all levels emphasize values such as ‘Integrity’ and ‘Diligence’. While organization fitment is usually measured by junior level interventions, organizations gauge skill gaps, and team development to ensure effective development at the mid-level. Senior level assessments are focussed on employee development and succession planning.

Use Cases:

One of India’s leading real estate conglomerates

Client Expectations
Robust development of identified high potential employees across mid and senior manager roles
Talent diagnostics, followed by targeted and personalized behavioral development

Solutions
Hybrid assessment centers for uncovering top development areas
Micro-learning based development journey
Ongoing community management to support learning completion

Outcomes
Participants aligned well to development areas
80% of the participants found the learning useful on the job
250 Hours saved by L&D team in program management

A leading construction engineering company with a marked presence in India

Client Expectations
Behavioral development of cross-functional senior managers
Scientific and measurable assessment center

Solutions
Pre and post assessment centers using behavioral, cognitive and simulation-based tools
Integrated client-run panel interview insights in reports
Comparative analytics to show performance on competency scores

Outcome
230 assessments administered
Pre-post analysis indicates 60% candidates improved on competency scores
Saved logistics effort and opportunity cost

One of India’s premier real estate developers

Client Expectations
Identify strength and development areas among managers via perception analysis
Role-modelling and promotions client’s culture code

Solutions
Validated competencies and bespoke questionnaire to client values
Individual, department wise and overall insights

Outcomes
175 leadership candidates and multiple stakeholders provided feedback
Perception gaps in values across stakeholders and departments identified
Client used data to drive strategic decisions such as strengthening communication channels

One of India’s leading end-to-end real estate solutions provider

Client Expectations
Cast a wider net for talent
Enabling efficient lateral hiring process for individual contributors and people managers

Solutions
Behavioral and ability assessments custom designed to client value framework
Online assessment delivery

Outcomes
Significantly improved the quality of hiring, while reducing cost and time involved
Enabled seamless and scientific selection process at scale

The Indian automobile industry is one of the largest in the world and contributes to 7.1% of the country’s GDP. With increasing automation and innovation, our talent assessments research indicates a higher focus on creating a ‘Collaborative and Agile’ learning environment has emerged as a top priority. While “Operational Efficiency” appears in almost half of all senior level competency frameworks, ‘People Leadership” seems to be the emphasized on more at the mid-level. Reversing the norm, there appears to be a greater focus on execution at the senior level, while people-related competencies seem to make up most mid-level frameworks.

Use Cases:

A leading manufacturer and supplier of automotive products and solutions

Client Expectations
Scalable, objective solution for cross-functional managers on group competencies
Standardization across 19 businesses
Identification of HiPos for succession planning

Solutions
Online behavioral assessment and 360 feedback assessment deployed
Potential versus perception based development inputs

Outcomes
Perception gaps in performance identified
9-box talent development model created
Group report classified candidates based on high, medium and low potential
Logistics, time and cost savings over the past 3 cycles of running this intervention

One of India’s largest automotive manufacturing corporations

Client Expectations
Using assessment center reports as an input in the promotions process
Identifying development areas for first time managers across multiple functions

Solutions
Hybrid assessment center with behavioral assessments, simulations and face-to-face BEIs
Consultant advisory for planning, scheduling and execution of assessment center

Outcomes
Enabled seamless promotions
Critical development areas for managers were outlined
Process was seen as fair and transparent by most, avoiding disgruntlement

A global automotive giant with a marked presence across the world

Client Expectation
Development of distributed dealership workforce through a digital medium on functional, product and service competencies

Solutions
Micro-learning platform with quizzes, lessons, and reference lists
Game mechanics to improve participation and engagement

Outcomes
700 active users
90% downloads on day 1 of pan India launch
80% monthly participation
Winners regularly awarded in company meets

A multinational automobile manufacturing firm with a worldwide presence

Client Expectations
Chart development journeys aligned to competency frameworks for senior leaders, mid managers, and individual contributors
Individual development plans (IDPs) with actionable development inputs

Solutions
Behavioral assessments for talent development
Functional and behavioral competencies assessed
Assessment reports, development areas and competency-specific IDPs delivered

Outcomes
Competency-specific development guides created with activities and reflective questions
Assessment center results and development guides rated lauded for their detail and ease of use

With increasing disposable incomes and the rise in urbanization, the QSR industry in India is set to grow eightfold by the end of 2020. Our talent assessments research indicates, at junior levels, organizations seek analytic insights on hiring trends. With a universal focus on ‘Customer Centricity’ across all levels, there is an urgent need for the development of organization-specific training initiatives to maintain high levels of customer service. Mid-managers are typically given group level training, while individual development is reserved for senior leaders.

Use Cases:

A multinational chain of fast food restaurants

Client Expectations
Transparent and scientific competency evaluation
Streamlining hiring interventions and improving process efficiency

Solutions
Bespoke hiring interventions for restaurant managers across multiple levels
Personality, behavioral and cognitive assessments used to ensure objectivity

Outcomes
200 assessments administered pan India
Effective hiring of candidates who fit competency and proficiency expectations
Enabled filtering of low fit candidates, saving on effort and interview times

An American restaurant chain and international franchise

Client Expectations
Develop and engage restaurant managers to become better people managers through an ongoing developmental intervention
Dedicated support mechanism to drive adoption and engagement

Solutions
Micro-learning based development journey
Focus on a “more action, less philosophy” approach
Robust community management to drive adoption

Outcomes
90% adoption in the trial launch
95% learning content likeability
Significantly high engagement rates
Full nation-wide launch to follow

An international fast food company serving with a marked presence in over 100 countries

Client Expectations
Enabling an engaging and objective evaluation of assistant restaurant managers
Development journeys to ensure next level role readiness

Solutions
Hybrid assessment centers using a combination of behavioral and aptitude assessments, inbasket simulation, case study and group activities

Outcomes
Objective evaluation of talent for promotion
Development journeys focused on action learning designed for candidates
Micro-learning based ‘on-the-go’ development

An international restaurant chain with over 20,000 outlets worldwide

Client Expectations
Leadership development through self-awareness
Objective online evaluation and logistical ease
Fair and transparent process

Solutions
360 multi rater value-based exercise focused on result delivery, team management and customer centricity
In-person familiarization and report debriefing

Outcomes
Identified stakeholder-wise perception gaps
Analysis and blind spot identification
Intuitive, easy-to-interpret reports