Assessment Toolkits

The purpose
Whether for external recruitment or for the evaluation of internal potential, the Assessment Center methodology is used by several of our clients, as a source of information collection to support decision making.
In a customer connected to the energy sector, there was a need to develop Assessment exercises for use in their processes, which reflected the specificity of the business and allowed the analysis of a set of competences defined as critical, thus improving the predictive validity of these processes.
 
The way
Together with the Human Resources team, a sample of high-performance employees was defined and the aspects that differentiated them were identified, translated into competencies. This set of competences was later divided into behaviors, which could be observed and measured.
On the other hand, the stages of the process of assessment of competences (assessment) and cultural fit and the exercises to support each of these stages were defined.
These exercises were then created, in order to allow the analysis of the identified competences, allowing simultaneously to evaluate some previously identified aspects related to the Organization's culture and values.
For each exercise, a user guide was developed for the Advisor, observation and quotation grids and a user guide for participants.
The exercises were tested in pilot groups to test their facial validity and after making the necessary adjustments, they started to be used by the client's internal teams, and for this purpose, training and training actions were carried out for these elements.
 
The impact
This project had a direct impact on two levels:
On the one hand, the improvement in the success rate of external recruitment processes and the evaluation of internal potential, through the use of dynamics complementary to the interview previously carried out and which allow the selection of candidates with a better level of suitability to the desired profile.
On the other hand, the improvement of the experience of the candidates, who are thus challenged with exercises for the exclusive use of the company to which they applied or in which they work, depending on whether it is an external or internal process.

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