Assessment of individual candidates
We help organisations select the best candidates for their new roles.
We consider aspects such as cultural fit – does the person match the culture that exists in the organisation or that is being strived for, and flexibility – is it likely that a candidate can learn and adapt when the role or its context changes in the future?
Where appropriate, we help your organisation to be actively involved in these assessments. People from within the organisation can be trained to reliably assess internal or external candidates. Such assessor training can have several benefits for all involved.
Development of People
Besides assessments for selection, results are taken from assessment centres for development purposes (i.e. development centres).
In development centres, we identify strengths and areas that may need to be developed.
Some example strengths & developments we may find:
A limited or reduced level of impact is caused by the behavioural style of the individual who is too tentative and accommodating in their approach to difficult situations.
A leader is too domineering in his style of direction – they do not incorporate others’ points of view or show a lack of interest in exploring alternatives.
Needs may be found in the style of communication and the level of effectiveness of someone’s style in persuading others and negotiating in crucial situations.
These are outcomes that identify the strengths and behavioural repertoire of individual members of your staff and management, enabling you to have a clear insight into what skills your leaders possess and which areas can yet be developed – whilst also allowing a better understanding of where strengths can be redistributed amongst a group of leaders.
Skill development and management development will naturally follow from assessment.
