ASSESSMENT

The use of assessment centers is mainly recommended in the context of recruitment, career development, promotion or succession planning.



THE ASSESSMENT CENTER AS AN HR TOOL

Competencies can only be properly mapped out when the participant is able to be himself and can show his potential by means of relevant exercises. This requires  coordination and a trusting relationship with the consultant. This also creates sufficient openness among the participants to look at their own strengths and points for development. In addition, relevant exercises provide the opportunity to accurately map and evaluate the desired competencies.



MAXIMUM INTEGRATION OF THE LINE MANAGER IN THE PROCESS

To increase the recognizability of the assessment results, we optionally propose to actively involve a management or board member (as co-assessor) in the process, depending of course on their availability. In this way we increase the buy-in for the final advice.

FLEXIBILITY AND CUSTOMIZATION

We avoid “standard solutions” and strive for a diversified approach depending on the profiles to be screened. That is why we identify a number of different competencies in the preliminary phase and, where necessary, adjust the assessment exercises in function of the profile.