Select

You need to
choose the best candidate for a position, or assert presumed behavioural skills (management, sales, or executive), after a preselection step, a job posting (internal or external), or in addition to a head-hunting operation.

Our answer
Since the acquisition of knowledge and know-hows is usually initially validated through interviews with experts (hierarchy, HR, or external), our answer focuses on the matching of the behavioural profile of each candidate to the position. Therefore, we study the interpersonal skills and generic abilities, in a more or less exhaustive manner. We rely on selection assessment methodologies. In order to limit the competition between candidates, we favour an individual approach of evaluation. It is however possible to assess several candidates in a single day.

Standard deliverables
Detailed individual reports with a recommendation and an in-depth analysis of the assessment results.
A thorough report to the candidate and the company, in order to allow for the comprehension and sharing of conclusions.
A classification of candidates according to the target.

Standard process
0.5 to 1.5 days of evaluation
3 to 7 role-plays
2 to 3 observers
1 to 3 tests or psychometric questionnaires, completed by an interview

A few references...
Amylum, Bledina (Nestlé), Galderma (l'Oréal), Fischer, Freshfields, Arc International, France Boissons, Conforama,...

Standard tools

• Assessment center and Development center
• Competencies / observation grids
• Interviews
• Role-plays and case library