Motivate the personnel by fixing personal objectives.
Advantages of an assessment center (AC):
High reliability in predicting success in a target job (read our article)
Carry out a clear, neutral and objective diagnosis of the potential and of the development needs of individuals to allow them to progress effectively in their activity.
This diagnosis is derived from an evaluation of personality, values, motivation, emotional intelligence, resistance to stress or leadership capability of the person.
Not just psychometric tools:
We use psychometric tools such as SCOPE, CAPP, LEA360, OPQ. But in addition, we use structured interviews and simulated work situations (role-playing games). This allows direct observation and discussion of the behavior.
For whom:
The Assessment Center is used for candidate selection (external recruitment or internal promotion) or for preparation of a development plan (to increase the responsibilities of a function or for a change of activities).
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What is the process?
Define the competencies and skills to be assessed.
Select the appropriate tools and role plays.
Run the assessment.
Debrief the candidate.
Send a written report to HR/line manager with conclusions, development priorities and recommendations.
Why work with HR Focus?
Validated, broad and flexible assessment tools, used widely in leading companies (see products).
Vast experience of running and implementing assessment centers or talent identification and management programmes (see talent).
Very competitive pricing and solid return on investment.
Tailor made solutions (results according to your definition of target competencies or skills.
Broad offer of coaching and training that can follow the assessment.
