ASSESSMENT

The use of assessment centres is primarily recommended for recruitment, career development, promotion or succession planning.

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THE ASSESSMENT CENTRE AS AN HR TOOL

Competencies can only be accurately assessed when participants feel comfortable being themselves and have the opportunity to demonstrate their potential through relevant exercises. This requires alignment and a relationship of trust with the consultant. As a result, participants feel more at ease exploring their own strengths and areas for development. Furthermore, relevant exercises make it possible to accurately identify and evaluate the competencies required for the role.

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MAXIMUM INVOLVEMENT OF THE LINE MANAGER IN THE PROCESS

To increase the relevance and acceptance of the assessment results, we can optionally involve a member of management or senior leadership in the process as an active co-assessor, depending, of course, on their availability. This approach helps build buy-in for the final recommendations.

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FLEXIBILITY AND A TAILORED APPROACH

We avoid “one-size-fits-all” solutions and strive for a varied approach tailored to the profiles being assessed. During the preliminary phase, we therefore identify a range of relevant competencies and adapt the assessment exercises to the specific profile wherever necessary.

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