Aluminium solutions provider Arconic is on a mission to deliver sustainable aluminium solutions throughout the value chain. The “Great Resignation” caused a lot of people to quit their jobs around the world, so the Arconic team also saw it as important to plan the company’s succession plan. Human Resources Manager Angela Scott says, “The company has had a strategic need to look at career development for people and keeping talent, so Thomas has been very important.” Plans for the workforce are a big reason why Arconic keeps using Thomas tests, which it has been doing for a while.
The customer support is amazing. Why have we stuck with Thomas for so long? Because there is always someone who will take the time to work with us on the profiles. Angela Scott Human Resources Manager.
Certain employees at Arconic have been there for a long time, but when new people started working there, the old employees had to make room for the new ones and help the new ones get started. Adding more diversity to the business caused more conflict within the team at first, during the “storming” phase of its formation. Angela explains, “It is about bias as well. There are people who have been in their jobs for forty years, and it can be hard to get them to let someone new take over. It’s easier to be sure that new hires are right for the job when you compare their behavior profile to the requirements of the job. ”.
Initially, Arconic used Thomas assessments within its recruitment process to identify the best candidates and validate hiring decisions. Arconic uses Thomas’ Behavior assessment to hire people for senior management positions and more and more for supervisory and team leadership positions. Angela continues, “The more that we used Thomas for that, we started to move into a development focus. That’s where I think Thomas comes into its own. I can benchmark people, and find the roles that are most suitable for them. This enables us to have structured career conversations around their reports. Most people can relate to their profiles, according to Angela. But they can also “reflect on the statements in their reports, which they can use as a platform to think about their options, where they want to go, and where their strengths are best used.” We are now much more focussed on the succession planning and career development processes”, Angela concludes.
Arconic also uses Thomas assessments to build high-performing teams, taking care of problems before they get in the way of teamwork and holding teambuilding sessions to help everyone get along. Angela says that people who are working on building their teams “use the Teams tool and talk about the group’s strengths and learning opportunities.” Also, we look at the deeper traits that can change how different team members see each other, even if they don’t know it. This helps our people understand themselves in the context of other people’s profiles. Then they can understand why someone might be hesitant to join in or focused on getting things right, for example. This understanding helps the team start to make accommodations for each other and helps us build sound teams. Everyone who takes part in Arconic’s teambuilding activities can look at their own Thomas Behaviour profile next to that of their teammates. This helps them learn more about themselves and trust each other.
Angela is excited and says, “The Thomas profiles have been very important to our plan to make sure that everyone has a career path that fits their needs and strengths.” Angela even calls the Thomas tests “a retention tool” because they “encourage people to stay because they let us have a conversation about where a person fits within the organization.” ” Angela has managed to retain several employees who have been retained in this way. “We ended up keeping someone in one department who wasn’t happy there, so we asked her to take a Thomas test and moved her to another part of the business, where she is now much happier.” So we have managed to retain people as a result of using the tools. ”.
Arconic are also able to overcome resourcing challenges through the use of Thomas tools. Because the company knows when people aren’t doing well in their jobs or when employees are leaving, Angela uses Thomas assessments to help her choose the best candidates. “It often becomes clear that the job design needs to be changed,” she says. “Then we can look at how the job is resourced.” Ultimately, no one can be superman, with strengths in every area. This helps us to identify where we are asking the impossible in a role. We can talk about whether we really need someone who is as strong and independent as they are steady and focused on following rules. It drives discussions around job definition, which I think can be really helpful. ” Ultimately, Angela says, “When we redesign roles using the Thomas tools, we get the right fit. That’s why I like using Thomas. ”.
Effective conflict resolution is essential for any business. At Arconic, Angela says that the impact of Thomas assessments in this area has been “powerful”. She says, “Mediation can end the conflict, but it doesn’t really help both sides understand why they are approaching things in different ways.” Instead, conversations usually center on the problem at hand and how we’re going to deal with it from now on. It has been very helpful for me to use Thomas to solve conflicts because when you make a compatibility report, you can often see right away that the profiles don’t match up in some ways. Both parties can look at that data and understand each other’s perspectives and motivators. Arconic wants to come up with innovative new engineering solutions that will work well with others. This puts the company in a good position to reach its goal of “advancing the world, together.”
Angela concludes, “The customer support is amazing. Why have we stuck with Thomas for so long? Because there is always someone who will take the time to work with us on the profiles. The training is fabulous as well. Even through Covid, Thomas was still offering training. Overall, I can’t fault Thomas. ”.
Hey job seekers! Are you aiming to land a coveted position at Arconic, a global leader in aluminum and titanium manufacturing? Well buckle up because this comprehensive guide will equip you with the knowledge you need to ace your interview and secure your dream job at Arconic.
Why Arconic?
Arconic is a powerhouse in the aluminum and titanium industry shaping the future with innovative materials and solutions. Working at Arconic means joining a dynamic and collaborative environment where you can make a real impact on the world around you.
What to Expect During Your Arconic Interview
Arconic interviews typically follow a structured format, with questions designed to assess your skills, experience, and fit for the specific role you’re applying for The interview may involve a panel of interviewers, including the hiring manager and other team members
Common Arconic Interview Questions
1. Tell me about yourself.
This is your chance to shine! Briefly highlight your relevant experience, skills, and accomplishments, emphasizing how they align with the job requirements.
2. Why are you interested in working at Arconic?
Demonstrate your genuine interest in Arconic’s mission and values. Explain what motivates you to contribute to the organization’s goals and make a positive impact.
3. Describe a situation where you had to overcome a technical challenge.
This question assesses your problem-solving skills and ability to think critically and creatively. Share an example where you identified a technical issue, analyzed the problem, and implemented an effective solution.
4. How do you keep up with the latest developments in the titanium and aluminum business?
Arconic is at the forefront of innovation, so staying informed about industry trends is crucial. Highlight your commitment to continuous learning and your strategies for staying abreast of the latest developments.
5. What are your strengths and weaknesses?
Be honest and self-aware. Discuss your strengths that are relevant to the job and acknowledge your weaknesses, emphasizing how you’re actively working to improve them.
6. What are your salary expectations?
Find out what the average salary range is for the job you’re applying for and give a reasonable salary expectation. Be prepared to negotiate if necessary.
7. Do you have any questions for us?
Asking thoughtful questions demonstrates your interest in the position and the organization. Prepare questions about the role, the team, or Arconic’s culture.
Additional Tips for Success
- Dress professionally and arrive on time. First impressions matter, so make sure you present yourself professionally and punctually.
- Be confident and enthusiastic. Show the interviewers that you’re genuinely interested in the position and eager to contribute to Arconic’s mission.
- Use clear and concise language. Communicate your thoughts and ideas effectively, avoiding jargon or technical terms that the interviewers may not understand.
- Highlight your relevant skills and experience. Throughout the interview, emphasize how your skills and experience align with the job requirements.
- Be prepared to answer behavioral interview questions. These questions focus on past experiences to predict future behavior. Use the STAR method to structure your responses: Situation, Task, Action, Result.
- Follow up after the interview. Send a thank-you email to the interviewers, reiterating your interest in the position and thanking them for their time.
You’ll be ready to ace your interview and get your dream job at Arconic if you follow these tips and know the answers to the most common interview questions. Remember, you’ve got this!.
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Tell Me About Yourself | Best Answer (from former CEO)
FAQ
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