Assessment center
People make a company. Finding and keeping competent people is an increasingly great challenge for every organisation. A reliable picture of the capacities and skills of your employees is therefore crucial.
But how can you evaluate whether that highly promising project employee is also suitable for providing management? And how can you select the best among several candidates? And are you sure that you are putting people into key positions, who have the potential of growing along with your company?
By using an Assessment Centre, we map the skills and behavioural characteristics of people against the background of a predefined competence profile.
The result of a GITP assessment is a clear and reliable recommendation about the suitability of a candidate, while giving you insight into the strengths and weaknesses and/or a desirable development of their career.
When do you need an assessment centre?
The Assessment Centres of GITP are effective evaluation tools with regard to various aspects of the company personnel policy, such as:
- Deployment of personnel: Making decisions about selection, promotion, reassignment and dismissal;
- Development of personnel: Determining the requirements for education, formation and training, including the development of target-oriented training and development programmes;
- Improving the establishment and operation of teams;
- Promoting an insight into one's own capacities;
- Evaluating and rewarding performance: Harmonisation of the compensation with the objectives of the company policy.
Our approach
Evaluation questions can be very varied. GITP uses a customised assessment programme for each and every question. That is why we emphasise thorough preparation and a reliable procedure so strongly. The phases that we run through are:
- Intake: We analyse with you the type of requirement, the organisational context of the function and all factors that are important for the exercise of the function. In this way we map the function, the functional requirements and the desired competencies. On the basis of this we develop a customised assessment programme.
- Assessment: Experienced and qualified advisers and evaluators support the candidate. If required, the participants can complete a part of the programme through e-assessment tools at home or in the office. (More information about the assessment center)
- Written report & verbal explanation: The examination results will lead to an expanded written advisory report, which will be discussed in depth with you and the candidate. You will not only get to know whether the candidate is suitable for the intended position, or whether he/she fits into the team or department. You will additionally also get a good picture of the available competencies, the strengths and the weak points, as well as the development potential.
What does an assessment centre consist of?
We evaluate specific and concrete skills and competencies in the assessment centre, which have been defined in advance. This competency profile includes behavioural characteristics, which are essential for being successful in the planned position.
An assessment will usually take one day. The candidate will take part in a number of practical simulations and role games, which are specifically designed for the assessment objective and the future function.
This is how we map the skills and behavioural characteristics. If relevant, certain assignments or exercises will be carried out in a group, so that social facets such as interaction and co-operation are also included.
Besides this, a number of different capacity tests and examinations are part of the programme, which offer an insight into the intelligence level and the personality of the participant. A fixed part of the programme is an interview, in which a career path, the ambitions of the candidate and the motivation will, amongst others, also be taken into consideration.
Added value for your organisation
An accurate evaluation of the qualities of employees provides numerous advantages for your organisation:
- A clear recommendation about the match between the (future) employee and the function (including your company);
- An increased probability that you will make the right selection or promotion decision;
- An objective estimation of the growth potential;
- And relevant and practical advice with regard to the development possibilities, and a maximum deployment and use of talent;
- A higher educational return: A diagnosis of each specific behavioural aspect makes it possible to plan an exceedingly target-oriented educational programme.
What makes an assessment centre so powerful?
An assessment centre provides reliable results.
GITP has developed a set of tools, with which it can be predicted with a large measure of security whether someone is suitable for a specific function.
We are also able to make reliable statements about long-term potentials. This offers a reliable basis for the organisation and gives self-confidence to the involved person: They know what they are capable of, but they also understand those things that need additional training.
An assessment centre is highly educative for managers and evaluators.
Managers that act as evaluators in an assessment centre are trained in evaluating people. They gain an insight into their own skills as an evaluator and manager, and they develop new skills that may be an added value in their job.