Why?
Are my candidates suitable or not suitable for a specific vacancy? Or which of the three final candidates is most suited? Does my employee have further development possibilities to improve in his current position? Or to evolve to a higher job level? Which of my team members should be promoted? How can we gain insight in each other's competencies and behavior to form a solid team? Is my son or daughter motivated and competent enough to manage the company in the future? ...
What?
To offer an answer on all of these questions, we use the methodology of an assessment center (selection) or a development center (development), enabling us to determine a candidate’s stronger and weaker competencies and to gain insight in his or her future performances.
Possible competencies can be: managing, leading and coaching others, working autonomously, working in a customer-oriented way, taking decisions, searching for information, analyzing, being immune to stress, …
How?
We work with tests, questionnaires and exercises, developed by SHL, world leader on the field of psychometrics and test development. Apart from capacity tests and the interview, we can also use an interactive exercise (role plays, group exercises,..), a presentation exercise, a business case (in-tray exercise), ...
Moreover, we are MBTI certified.
more.
The synthesis of the observations during the assessment or development center is reproduced in an elaborate report. Furthermore, both the client and the candidate receive extensive feedback.
