You want to… Choose the best candidate(s) or confirm the presumed skills Give direction to the professional career of your associates Assess the potential useful for the future Develop and improve personal skills Find new resources and promote their integration Classify profiles among numerous candidates Professionalize internal evaluation and selection methods Partner in identifying and selecting talent, ARNAVA proposes and implements methodologies and tools especially designed to guarantee the highest efficiency in a HR context which is by definition uncertain. Choose Give direction Assess Develop and improve Find Classify Professionalize Give direction Types of problems As part of internal mobility, construction of succession tables or career management, you need to think of several possible goals (operational, functional, strategic, entrepreneurial,…) for your management staff who have the potential in order to capitalize on the internal resources for the best opportunities that they present. This results in the need for an open and reliable orientation process that each partner must follow. Principles of the response With the definition of a program integrating the specific features of each of the envisaged orientations, we will build an orientation assessment centre that can be either individual or collective. We are concerned with increasing scenario and points of view in order to identify and understand the favorable contexts and the brakes on each candidate’s performance according to the different missions and the often special contexts to which they could be exposed. We recommend the participation of at least one company representative in the observations in order to integrate the culture of the company in the evaluation process. On the other hand, the views held by external persons (consultants or operational staff) enable broadening the potential skills more easily by initiating veritable prospective approaches integrating the market developments. Deliverables generally offered Detailed individual reports including a recommendation and a thorough analysis of the evaluation results with a substantiated recommendation with relation to each possible orientation. An exhaustive giveback both to the candidate and to the company in order to allow adaptation and sharing of conclusions. Example of content 1 to 3 days of evaluation sessions 6 to 15 situation scenarios Observed by 3 to 5 persons With 2 to 4 psychometric tests or questionnaires through a thorough interview Some references… La Poste, EDF, Marine Nationale, Finaref, Groupama, SNCF,.. Assessment center and Development center Interview Personality tests and questionnaires Situation scenario and case library