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Your needs

After a preselection process, examining internal and/or external applications, or perhaps with the help of a head-hunter, you have to choose the best candidate for the job and/or verifythe level of behavioural competencies (managerial, commercial, operational).

Our approach and added value

It is most likely that the level of technical competency for the post will already have been validated through interviews (HR, line managers, head-hunter) so our response will focus on the fit of the behavioural competencies of each candidate to the required profile for the position. We will look at the generic and interpersonal skills of candidates, against a specific benchmark. Our approach is based an assessment methodology for selection.We favour an individual approach, to limit the element of competition amongst candidates, but the process can be designed for several candidates on the same day.

Typical deliverables

Detailed individual reports including a recommendation and a detailed analysis of the results of the assessment.
A structured feedback session, both to the candidate and to the client, to ensure understanding and sharing of the conclusions. For the client, candidates can also be compared to each other, in relation to the target.

Typical structure

Assessment centre running for between ½ a day and 1½ days
Between 3 and 7 simulation exercises
Using 2 – 3 observers
Between 1 and 3 tests and/or detailed psychometric questionnaires and an interview

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