Assessment centers are generally recommended in situations when an employer needs to make sure that the right person is chosen for a certain job.
The Assessment Center (AC) is the most reliable method for selecting employees with the highest potential for performing a given job. This method combines various situations and tasks that correspond with the competencies necessary to succeed in a specific position.

The Assessment Center is usually designed as a half-day or one-day program. The tasks can include a presentation on a given topic, role playing, group and individual tasks or case studies. Psychometric testing is also an important part of the selection process.

In order to design the AC tasks well, a detailed analysis of the present and future requirements for performing the given job successfully must be carried out. Having multiple assessors, who bring various methods, observe the candidates, and compare their observations and evaluations after the AC, it ensures the objectivity of the final decision.

Development Center (DC) is a highly dependable method for mapping the competencies of your employees and defining their future development plans.

Candidates are observed in several individual and group situations (job psychodiagnostics, performance tests, model situations, case studies, role play, for example) that correspond to the competencies necessary for success in the given position within the organization.

• Individual AC to assess leadership potential of the candidates for managerial role or executive functions
• Group AC to assess specific competencies for expert roles
• Assessing the potential of both external and internal candidates
• Choosing Talent Program participants

We typically prepare half-day or one-day program for our clients’ DCs. As part of the program, employees participate in individual and group situations (model situations, case studies, job psychodiagnostics) that correspond to the competencies necessary for success in specific position in your organization.

• AC/DCs provide highly relevant information about strengths and weaknesses of the candidates that would not be detected with other methods.
• AC/DCs measure competencies necessary for success in the given position within the organization.
• AC/DCs provide comparisons of the candidates.
• AC/DCs are a fair and legally justifiable method of selecting employees.
• AC/DCs improve the competency and professional approach of internal assessors.

• The design and atmosphere of the AC/DCs reflect the culture of the employer’s organization and thus the candidates get an idea of what it would be like to work for the given organization
• AC/DCs are an interesting developmental experience for participants
• AC/DCs are perceived as having fair selection methods
• AC/DCs simulate life-like situations which are exciting for the participants