The Assessment Center is the most scientifically proven approach. Depending on your organisation’s challenges, discover how you can take advantage of this methodology and support your existing processes, from recruitment to employee development. Whatever the size of your organisation and your culture, here are 3 good reasons to set up an assessment or development center.
1. Secure recruitment
Reduce the risk of error
Do you want to enrich your decision-making process? The Assessment Center is the perfect complement to your recruitment process, providing an insight into the current skills and working methods of your potential candidate. Assessment through professional simulation tests knowledge, skills and behaviour. The aim is also to measure whether the person assessed is destined to work with your teams.
Validate internal mobility
Do you need to select the most suitable employee for a promotion or a “change of manager”? The Assessment Center helps you to make the right decisions about which candidate is best suited to a new position. By reliably exploring the potential to be developed, the recommended development plan is personalised to the functioning of each potential candidate.
2. Matching skills and potential
Retaining tomorrow’s key talent
Do you want to retain your talented people? Do you want to fine-tune the coaching needs of your teams? The Development Center is a great opportunity for your employees, executives and managers to verbalise their needs, evaluate their aspirations and assess their attitudes. In a different context and in front of outsiders, your employees’ diagnosis and conclusions offer new opportunities for a common future.
Mapping skills and potential
A new organisation is taking shape and you need to map your teams? Thanks to the Assessment Center, your employees reveal themselves in different situations and show their behaviour in a new professional context. This approach enables you to identify and develop each person’s strengths and to check the match between their talents and the position to be filled in a new organisation chart.
3. Invest in an employee and your teams
Do you need to enrich the profile of your managers? Support an employee? Training or coaching is a good solution. To know what your employees’ real needs are, it is essential to understand them well and to identify their profile accurately. The Development Center provides concrete conclusions and realistic development paths. Thanks to the various types of feedback, the employee and the company are able to discover their individual improvement paths.
Focus on the candidate/employee experience
After an assessment center, feedback is important because it can trigger awareness. Candidates usually talk about their experience as a highlight! Employees want feedback to validate their career path or to confirm their own feelings. Development recommendations are most often requested in order to know how to strengthen potential and/or capitalise on skills.
In conclusion, having a better vision of the skills and potential of its workforce is a real source of daily agility for the company. These are valuable indicators when making decisions on recruitment, succession, training or professional support. The assessment center approach is useful on a daily basis. In fact, it responds to many situations because the feedback is concrete for both the employee and the organisation. Widely used by companies of a certain size in their talent management processes, the approach can be adapted to all budgets and needs, whether at the time of recruitment, during internal mobility or following changes in your structure.
About the Assessment Center
The Assessment or Development Center are methodologies that use a professional situation. The objective is to carry out a precise diagnosis of the strengths and areas for improvement of a candidate or employee. The objective is to carry out a precise diagnosis of the strengths and areas for improvement of a candidate or employee.
In the context of recruitment, this stage enables the company to advise on a suitable integration plan for the individual’s personality and skills. Also, having a global vision of talent is essential to prepare a new organisation within a company. In the case of internal mobility, the assessment includes specific recommendations on a development plan.
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