Assessment Center

Our assessment center offers a structured and professional approach to selecting, evaluating and developing leaders at all levels. It uses a multi-method process where candidates are observed and assessed through various exercises that simulate real or potential work scenarios. Personality, intelligence and performance tests may also be included. This comprehensive assessment helps identify a candidate's strengths and weaknesses, ensuring they align with the specific requirements of the job, particularly for leadership roles.

The effectiveness of the assessment relies on a well-defined job profile. This profile lists the key requirements necessary for successfully handling current and future responsibilities of the role. The assessment is customized to match this profile and the final report provides clear recommendations and actionable steps for development.

Finding the right people is more critical than ever for a company’s success. Our professional assessment centers enable a structured hiring process that not only helps you find the best candidates but also serves as a foundation for targeted employee development.

The key goals of strategic personnel selection include:

• Recruiting, selecting and developing the right employees 
• Aligning employee potential and motivations with organizational goals
• Developing essential competencies
• Uncovering and leveraging hidden potential Identifying and nurturing high-potential individuals at an early stage

Effective hiring and systematic development require reliable predictive tools. An assessment center is one of the most powerful methods for evaluating candidate fit and potential, ensuring a precise selection process that aligns with long-term business goals.

In addition to a standard interview process, an assessment center allows candidates to be tested in a work-like environment. Psychologists observe and evaluate their behavior, skills, attributes and competencies. The best candidate isn’t just someone with the right skills and experience—they also need to be a good cultural and personal fit for the company.

The process begins by defining the job profile in collaboration with the client. This step ensures a shared understanding of the necessary competencies, creating a solid foundation alongside the job description and the candidate’s resume. Typically, an assessment center takes one day and involves a mix of diagnostic methods, such as:

Diagnostic interviews

These semi-structured interviews assess abilities, skills, motivation and personality through biographical questions. They complement other methods by offering additional insights from the candidate’s past experiences, successes, setbacks and behavioral patterns.

Personality assessments

A standardized personality questionnaire evaluates personality traits and motives within a work context.

Simulations

Work simulations test analytical and conceptual thinking, strategic planning, problem-solving, decision-making and presentation skills. These exercises are designed to closely resemble actual job responsibilities.

Role-playing

Realistic role-play scenarios evaluate leadership behavior and conflict management skills in challenging situations.

Performance tests

These tests measure numerical and verbal reasoning skills using complex information such as tables, diagrams and texts, as well as abstract logical thinking, including inductive and deductive reasoning. They provide a snapshot of the candidate’s general cognitive abilities.

At the end of the assessment, candidates receive concise feedback highlighting two to three key strengths and areas for improvement. We also arrange a call with the candidate to provide them with a brief summary of the assessment findings, followed by a detailed report with recommendations and actionable development insights.