Assessment Centre

DETERMINE FUNCTION-SPECIFIC SUITABILITY BY USING A TESTED ASSESSMENT METHOD.

Signs from the client

“To boost our strength we wish to introduce a well-supported selection process, and assessment centres are a part of this”

“Our selection must be based on more objective criteria because staff turnover has risen due to the recruitment of less suitable employees.”

“Promotions were invariably given to the best-performing employees from the team and we notice that they are not always the best placed people to fill the new role. We now regularly organise a formal selection for all moves in the context of internal mobility.”

“In the framework of our organisational modification we have changed our interpretation of functions and wish to map our new staff rigorously in this respect.”

Our confirmed belief

One important characteristic of our approach is that we always see both the participant and the organisation as the ‘client’ in our Assessment Centres. In particular, this is expressed by the fact that for us attention must explicitly be allocated to a reliable preliminary path and appropriate feedback and reporting. On the day itself, the thoughtful setting and appreciative support from the assessor ensures the required peace of mind.

We believe in durability through building relationships. In addition to taking on the role of assessor, Kaleido will also act as an ambassador and thus work on its clients’ employer branding. Our assessment approach increases the success ratio of your selection efforts and avoids a mismatch in key positions on your behalf.

Our proposal

We help organisations to identify and evaluate suitable candidates in the context of recruitment and selection, succession planning, development planning and assignment planning. We take charge of the complete organisation of the Assessment Centre, which can be held in the Kaleido offices or at your site.

Kaleido follows the validated methodological approach needed to satisfy the quality and guarantee requirements of a scientifically justified Assessment Centre and to give our advice a high predictive value.

Result
Our Assessment Centre results lead to unequivocal advice relating to the candidate’s suitability. Possible points for attention are formulated explicitly. So you as an organisation know which potential is present for you among the candidates and you acquire a clear picture of competencies and abilities, motivation and values at the individual level as the starting point for filling the function or further development.

In practice, the assessor provides you with a concise picture of the candidate with advice on his/her suitability for the function within 24 hours of completing the Assessment Centre. This is followed by the assessment report with a full, nuanced picture of the candidate.

We determine the feedback procedures to the candidates by mutual consultation. It forms a starting point for a path to give the candidate the space to grow in his/her role inside the organisation.

Our approach

During the Assessment Centre the participant is faced with a number of behavioural tests, a personality questionnaire and a competency-oriented, value-driven interview.

Our focus lies on function or role-specific competencies and the team in order to define the candidate’s fit accurately.

We select the simulation set that reflects the function level for you plus recognisable work situations (face validity) that are representative for the employees.

Each competency is evaluated at least twice in order to give you a reliable picture of the candidate. Research has demonstrated that this approach, combined with experienced assessors, offers the best guarantees of quality.