If motivated and satisfied employees are working in the right jobs, that is an absolute advantage both for the organization and for the employees themselves. We are working to make that kind of situation the rule.
If the effectiveness of personnel selection and targeted personnel development is increased by using diagnostic tools and methods, that is not just an advantage for the company. Applicants and employees also stand to benefit from fair and scientifically based tools: they ensure objectivity, reliability and validity.
The goal of online assessments is to assess a person’s skills and traits that remain fairly stable and unchanged over time. Various types of tasks and formats are generally used for this purpose, and such online assessments can be completed at the workplace, on an organization’s premises or from home. Each type of task is preceded by precise instructions and examples. To take part in an assessment, you are given an access link and personal login data (username and password) that you can use to log into the assessment. Once you have solved all the tasks, your responses are automatically scored and a feedback report is generated.
Online assessments can provide information on interests, motivation and performance potential, as well as on professional skills, work styles and work habits. Based on an objective comparison with numerous other people (a reference group), participants get structured feedback about their individual talents and inclinations. This feedback can help them, as well as their employers, to find the jobs that are the best fit for them and to promote their individual development. We take data protection very seriously: our IT processes are certified in accordance with DIN ISO/IEC 27001.
- Provide information on skills and personality traits relevant to the selection process
- Form the basis of discussions on strengths and room for development
- Give candidates new insights into their individual strengths
- Contribute to ensuring that decisions are taken based on valid information
- Ensure transparency and fairness, as the results do not depend on personal impressions or preferences
- Enjoy great acceptance among candidates
Competence-based interviews are based on the approach of combining different assessment methods in order to increase their validity. In addition to the classic elements of an interview, such as an introduction and questions about a person’s CV, motivation and personal experience, they include elements such as case studies, presentations and role-playing exercises, as well as prepared dialogues. Moreover, they include an in-depth discussion of the results of the online assessment, creating a comprehensive impression of a person’s skills and competencies. Competence-based interviews can be used both for personnel selection and for potential analysis within an organization, and provide added value due to the following aspects:
- Combination of different assessment methods in a productive and resource-efficient way
- Settings that reflect realistic requirements
- Integration of various results – from interview questions, role-playing exercises, case studies and online assessments – into an overall impression
- Flexibility of the approach
- High acceptance of the process
Assessment centres are a method of selecting candidates from groups of applicants. Usually over the course of one or two days, a committee of observers (trained company staff and external consultants with assessment experience) gains an impression of how the participants deal with challenges relevant to a job (e.g. in role-playing exercises, when working on case studies etc.) in situations that come close to the everyday working environment.
Assessment centres provide added value particularly if they reflect realistic situations, and the applicants’ behaviour in such situations is important for mastering the challenges and tasks given. A comparison between the observations made in the assessment centre and the specific requirements of a job results in a differentiated profile of strengths and weaknesses that can serve as the basis for well-founded hiring decisions.
Assessment centres let you:
- Analyze applicants’ behavioural strengths and room for development
- Get a clear picture of an applicant’s personality, technical expertise and social skills
- Improve the fit between job requirements and applicants
- Identify potentials at an early point
Development centres also feature various tasks for participants to work through that approximate the everyday working environment. The behaviour shown while working on these tasks is monitored by a group of trained observers and evaluated in line with the requirements of the job or the organization in question.
Contrary to assessment centres, development centres are generally used in personnel development. They provide an opportunity to discover talents and identify development needs. Subsequently, individual strategies to promote candidates’ development in the best possible way can be defined. Development centres support:
- Testing your limits in a safe environment
- Precise analysis of potential and conclusions about useful development goals
- Definition of specific development measures
- Individual career plans complete with the necessary support measures, especially as regards leadership development
Self-assessments provide applicants with genuine, positively experienced benefits for career orientation, and also improve an organization’s image. Based on psychometric tests and hard facts, they supply predictions, advice and suggestions on work-related strengths and weaknesses for graduates and young professionals, as well as an assessment of their fit for certain professions or specific jobs.
- Specify the fit between job requirements and individuals
- Include concrete decision-making aids to help participants decide for or against a certain profession or job
- Provide well-founded feedback on participants’ work-related skills and potential
- Enable participants to self-select in an informed way (i.e. to decide for or against submitting an application depending on fit)
- Provide information about the organization’s qualities as an employer
- Improve the self-assessment skills of participants
In addition to the tools described, our range of methods includes a number of further means for ensuring fairness in HR work:
- Behaviour-based orientation workshops
- Group assessments
- Behaviour-related training measures
- 360° feedback
- Potential interviews
- Telephone interviews
- Tools to support career re-orientation
- Training sessions
- Individual coaching
- Validation, evaluation and success controlling for implemented measures
We will be happy to send you information and answer your questions. Contact us for more information.