Individual Assessment Center
When it comes to filling key positions and identifying potential, our individual assessment centers provide you with a sound basis for decision-making.
"If we had known that before, we would not have hired him!" Mistakes in personnel selection are expensive and annoying for companies and employees. With our solid diagnostics before hiring or internal promotion, you are on the safe side. We are your experts for personnel diagnostics and support you efficiently and comprehensively in hiring and promotion. With our individual assessment centers, you can externally validate your personnel decisions – objectively, legally compliant, unbiased and valid.
Our diagnostics are always multimodal, i.e. we combine simulation tasks with trait-based procedures and biographical methods. This results in customized, target-group-specific assessments that enable a prognosis without blind spots. We can also make recommendations for further personnel development.
We support you from needs assessment, requirements analysis, planning and diagnosis to detailed results reporting – until you have found the right talent for the position in question. Our individual assessment centers utilize the following processes and methods:
Multimodal Interview MMI® techniques can be used as part of our individual assessment center processes, or as a stand-alone measure. For more information, please navigate to Multimodal Interview MMI®.
Case studies and presentations are used to simulate important situations in the workplace, with the option to focus on strategic issues and topics. Candidates evaluate information, identify problems, outline a solution, and then present it. In addition to their ability to work strategically and conceptually, candidates' rhetorical, persuasive, and resilience skills are measured. An optional add-on can explore how they handle objections and opposition: standardized critical questions from audience observers are used to test a candidate's ability to persuade when faced with a natural level of stress.
Role-playing activities demonstrate a person's existing range of behaviors in relevant professional interactions and bring those behaviors to life for us to assess. Candidates are given a description of a situation (e.g., a management task or sales pitch) and asked to prepare their behavioral strategy. They then conduct a discussion with trained actors playing standardized roles. This ensures that all participants' performance evaluations are always based on the same requirements. Role-playing activities are used to derive recommendations on leadership and decision-making behaviors, as well as to generally observe a candidate's formal behavior.
Psychometric testing is a diagnostic process with one of the highest levels of predictive validity and is therefore a fundamental component of our individual assessments. Primarily, these tests measure characteristics that are stable over time within well-defined psychological constructs. High validity is a prerequisite for successful use in HR management; this is achieved through a specific combination of test procedures.
Work samples provide the opportunity to directly observe and assess a skill as it would be seen in a real work environment. We develop work sample activities that allow us to measure the performance of core job tasks in a way that is relevant, efficient and valid. In addition to embedding them in specific work contexts, we emphasize the development of delivery modes, scoring guidelines, data integration, and combination with other diagnostic methods.
YOUR BENEFITS
- Superior predictive validity and accuracy of forecasting due to the multimodal approach.
- Processes are validated, target-group specific, job related and based on the discussed requirements.
- High candidate and user acceptance due to clear, transparent and realistic tasks, as well as a variety of methods.
- Time-efficient implementation.
- Process design in accordance with the German Equal Treatment Act (AGG) and DIN 33430.
- Transparent, standardized, behavior-based feedback with a clear statement on aptitude and suitability.
- Greater certainty and objectivity through consistent standards in candidate assessment.
- Simplified processes for HR staff through evaluation plans and standardized processes.
- Assessors with many years of experience and methodological expertise.