ASSESSMENT CENTER

In half-day assessments, we combine a high observation density with the efficiency of an appropriately lean process. We usually observe candidates with two consultants, if desired together with internal observers. We link the various exercises via a common story. This creates a common thread that facilitates transitions from sequence to sequence for the participants.

In the exercises themselves, several potential factors and competencies are always observed. Frequently used exercise forms are:

> Discussion of a strategic question
> Biographical interview
> Working through a complex strategic case study
> Challenging leadership situation in a role play

The feedback from the observers, which the participants already receive during the process, can also be used to observe the ability to reflect. The comparison of impressions with a personality test or other diagnostic instruments is embedded in the procedure in consultation with the client.

All results are then written down in a report, which is explained to the candidates in a feedback meeting. This ensures that a valuable and appreciative development impulse is given, regardless of the outcome of the procedure.

In the group assessment, instead of short, disjointed exercises, participants go through a complex two-day company simulation. Several groups of 6-8 candidates represent companies that are in competition with each other. Candidates are given defined roles within the companies for a period of time. Within the group, action must be taken both consistently and cooperatively. Due to the playful as well as real setting, the participants immerse themselves in the story and their roles in a very short time. The behavior of the candidates is particularly authentic and the observers are almost totally engrossed in the story. This enables us to make valid observations of personality traits, behavioral patterns, and the characteristics of competencies and potential factors.

The group assessment can also be supplemented by interviews, test inventories or company-specific instruments to validate the impressions.

In the end, our simulations depict a broad spectrum of typical management and leadership situations that arise generically in the playful setting.
The observation criteria become completely naturally observable through the dynamics of semi-structured interactions during the simulation. The simulation is divided into a game period of two years with four quarters each. Regular reflection rounds pick up the participants again and again and at the same time give the possibility to give additional steering impulses for the further course from the outside.

Our specially trained consultants, together with internal company observers, observe the participants, provide feedback and then draw up an expert report as a valid basis for personnel decisions.

A special feature is the results overviews that we provide for the client. Here we offer an overall view of all candidates across all observation criteria. Flexible weighting factors, which can be defined in advance, allow a tailoring exactly to the customer’s needs.

Often, planned assessments for recruiting or internal applications fail in advance because of the geographical distance and the resulting costs as well as the required time investment of all participants.

Currently offered online assessments are struggling with acceptance problems, both for those conducting the assessment and for the participants. Online assessments are considerably more strenuous for all participants due to technical limitations, often technical problems arise, and the observation of emotional and empathic behavior is more difficult. Neither the company nor the applicants can present themselves in their best light. The logical consequence is frustration on all sides.

We have solved these typical difficulties and offer two versions of our online assessment:

Classic Online Assessment:

In this assessment, the exercises and tasks from the face-to-face assessment are transferred to the online situation. The various exercises, case studies and simulations are carried out by two assessors via video transmission. The intellectual and emotional capacity tests conducted separately in the face-to-face assessment are integrated into the online assessment process so that valid statements can be made about all potential criteria and management competencies.

Simulative Online Assessment:

Here, participants are confronted with an alienated situation. Either they are the surprise heir to a large Italian winery with a restaurant or they are the manager of a company that has made a major acquisition to expand and sharpen its own corporate portfolio.

In this assessment, the participants go through a story that is very exciting and eventful. Based on the different stations, we can diagnose the management competencies and potential factors in the simulation.