Assessment

We offer our clients a thoughtful and tailored approach to the assessment of people based on research and best practice. Our clients particularly value our ability to identify flexible and creative ways of applying best practice which reflect their practical and commercial realities. Our work in this area includes:

Assessment Centres (ACs)
Development Centres (DCs)
Individual Assessments (IAs)

Incorporating:
Assessments of capability, motivation, style and potential
Assessor and interviewer training
Use of psychometrics.

We ensure clarity about the core purpose of our work in order to design the best solution (is it development or assessment?) and we are prepared to challenge if the objectives become blurred. Whilst we are highly flexible in designing solutions that meet all kinds of different constraints (e.g. time, money, trained staff, logistics) we are not prepared to cut corners that may result in a poor quality outcome that does not achieve its aims. Our clients appreciate our honesty and challenge because it is balanced with a genuine determination to develop a tailored solution that is fit for purpose and optimises the use of their available resources.

We offer the full range of assessment - development centres, whether for selection/promotion or development, from classic ‘pure’ assessment centres through to progressive, Third Generation Plus, development centres. This spectrum is characterised by the following features (amongst others):


 

We use our understanding and expertise to ensure our ACs and DCs are fair, provide equality of opportunity to all and credit people for demonstrating behaviours in their own unique style. We make use of the latest and most valid/reliable psychometrics as and when appropriate as we are not aligned with any particular publisher.

While ACs and DCs are typically aimed at a group of individuals, the principles apply equally to Individual Assessment (IA) where we help an organisation to assess/select a (typically) senior individual through a tailored process. This might be appropriate where logistics, finances or candidate numbers preclude holding an AC or DC, or where the organisation wants a one-off profile of a particular individual.

We work with our client to understand the background, objectives and criteria against which the individual is to be assessed, and to identify the most accurate, practical and cost-effective way of designing and implementing the process. This could include behavioural simulations as well as a range of psychometric instruments. We then produce a written report based around the criteria with appropriate follow-up, which could include suggested development areas/actions, questions about the candidate for the client to focus on at subsequent interviews etc. 

Case Studies

What Our Clients Say