Assessment Center, Development Center and employee assessment
We conduct comprehensive assessment of employees, managers, candidates and the talent pool using Assessment Center, Development Center and other professional assessment tools. We help companies make more accurate decisions about hiring, promotion, development, talent pool, succession planning and management potential.
At a glance
Business owners, CEOs, HR directors, functional leaders, Development Managers, L&D managers and management teams
Request diagnostics → methodology development → assessment delivery → reports and feedback
Defined after clarifying the assessment goals, number of participants, competencies and the format of Assessment Center or Development Center
Assessment methodology, exercises, assessment forms, individual reports, group analytical report, individual feedback to each participant and development plans
For whom
- Companies that need to objectively assess employees, managers, candidates or the talent pool
- Business owners, CEOs and managers who need to make decisions about hiring, promotion and development based on data, not only personal impressions
- HR directors, Development Managers, L&D managers and HR teams that need a professional methodology for assessing competencies, potential and management readiness
When you need it
- The company is choosing a candidate for a key position, promotion or inclusion in the talent pool
- It is necessary to assess managers’ managerial competencies, employee potential or readiness for a more complex role
- It is necessary to understand which employees belong to HiPo / high-potential employees and how to develop this potential
- The company needs to build a more objective system of decisions on development, succession planning, talent pool and management growth
What's included
- Development and delivery of Assessment Centers and Development Centers
- Assessment of managers’ managerial competencies, employee potential, candidates for key positions and internal candidates for promotion
- Assessment of the talent pool, high-potential employees and employees’ alignment with the competency model
- Development of competency-based assessment tools, exercises for the assessment center, practical business cases, role-play exercises, group tasks, analytical tasks and presentation tasks
- Development of behavioral indicators, assessment scales and assessment forms
- Conducting structured interviews, competency-based interviews and 180° / 270° / 360° feedback
- Development of individual assessment reports, group analytical reports and feedback sessions for assessment participants
- Preparation of development recommendations, individual development plans, training of internal assessors and development of the assessment center methodology for internal use, if required
What you get
Objective assessment of competencies and potential
Data on how employees, managers or candidates demonstrate key competencies, management potential and readiness for new roles.
More accurate people decisions
A basis for decisions about hiring, promotion, development, talent pool, succession planning and work with high-potential employees.
Individual and group reports
Individual reports for assessment participants, a group analytical report based on assessment results and clear conclusions for HR, managers and the business.
Development plans and methodology for the future
Development recommendations, individual development plans, feedback sessions and, if needed, assessment center methodology for internal use in the company.
How we work
- 01
Diagnostics
We clarify the assessment goals, participant categories, competency model, management context, decisions the company wants to make based on the assessment results and the format of the future Assessment Center or Development Center.
- 02
Design
We develop the assessment methodology, competency-based assessment tools, exercises for the assessment center, practical business cases, role-play exercises, group tasks, analytical tasks, presentation tasks, behavioral indicators, scales and assessment forms.
- 03
Assessment delivery
We conduct the assessment center, development center, structured interviews, competency-based interviews, 180° / 270° / 360° feedback and other assessment tools in the agreed format.
- 04
Reports and development
We prepare individual assessment reports, a group analytical report, conduct feedback sessions, develop recommendations and individual development plans, and help embed assessment results into management decisions.
Q&A
How is Assessment Center different from Development Center?+
Assessment Center is usually used for making decisions about hiring, promotion, talent pool or role fit. Development Center is more focused on development: it helps understand strengths, growth areas and next development steps for employees or managers.
Can you assess not only employees, but also candidates?+
Yes. We can assess external candidates for key positions, internal candidates for promotion, current managers, the talent pool, high-potential employees and employees whom the company is considering for future development.
What tools are used in the assessment?+
Depending on the task, we use practical business cases, role-play exercises, group tasks, analytical tasks, presentation tasks, structured interviews, competency-based interviews, 180° / 270° / 360° feedback, assessment forms and other assessment tools.
What does the company receive after the assessment?+
The company receives individual assessment reports, a group analytical report, conclusions on competencies and potential, development recommendations, individual development plans and a basis for more accurate decisions about hiring, promotion, development, talent pool and succession planning.