Group assessment
Assessment is a multi-dimensional evaluation method. It uses tools centered on simulation, skills and candidates’ profiles such as interviews, presentations, role play, management exercises and pyscho-professional testing. It provides a systematic evaluation of candidates’ performance and behavior.
Advantages of group assessments compared to individual assessments:
- Psycho-social factors such as behavior in a group are more easily observable
- Comparisons between different candidates are more precise
- Lower direct costs per participant
Objectives
Assessments have two aims: firstly, to determine skills and development paths according to an agreed list of criteria; secondly, to predict the compatibility between the candidate and the job position, especially in managerial roles.
Methods
- Clarification of the skills profile sought by the client
- Creation of a matrix outlining the position’s requirements and the tools to be used (selection of tools adapted to the evaluation of the predefined criteria)
- Development of tools which are adapted to the client’s reality
- Administration of the assessment
- Meeting with internal and external observers
- Delivery of a written report with recommendations
- Individual feedback to the candidate
- Distribution of the reports to relevant individuals
- Developmental interview with the candidate and client if required.
Candidates are evaluated by external assessors and the client’s managers (role players and observers)
An assessment is appropriate for:
- Selection: to help choose the best candidate for a position by comparing the job profile with the candidate’s experience, skills and personality.
- Promotion: to highlight employees’ potential in order to create career development plans.