Assessment-for-Selection services are available for various levels, including: executive, senior manager, and high-potential employees.
The assessment process provides comprehensive, practical and predictive psychological insights regarding candidates that are typically not factored in more traditional selection systems. Often, approaches make use of unreliable, subjective and incomplete information when making hiring, promotion and development decisions.
Assessment services provide accurate, objective and timely information regarding an individual’s strengths and developmental needs across such domains as:
- Leadership style and potential
- Interpersonal style
- Thinking style
- Motivational drivers
- Intellectual abilities
- Self-Management
All assessments are customized to measure and evaluate the identified critical success factors for the role under consideration, or future human resource requirements of the client. Emphasis is placed on the organizational culture and context, strategic considerations and priorities, and other environmental factors. Typically, a customized set of competencies and behavioural anchors are developed that serve as the guiding framework for the assessment process, presentation of results, and follow-up developmental recommendations and on-boarding plans.
The assessment process can be designed to work on a stand-alone basis, or integrated with existing selection, development systems, and competency models.
Assessments make use of formal, in-depth interviews, as well as scientifically validated and reliable psychological assessment tools and techniques (e.g., personality questionnaires, ability tests, simulations). This multi-measurement approach is designed to ward off systemic and individual biases in decision-making, and therefore increase confidence and probability of having the right person in the right position, at the right time.