The power of an assessment
An assessment center can provide you with a reliable and detailed picture of the qualities, talents and developmental points of your current or prospective members of staff. For example, you can acquire insight into their learning capacity, resilience and stress resistance, the extent to which they are open to innovation and into competences such as human-oriented and task-oriented leadership.
This is valuable information that you can use to substantiate your expectations about the performance of the future member of staff. Research consistently shows that an assessment, if properly carried out by specialists, is the most powerful method for predicting the success of a candidate in a vacancy.
Thema Group has an extensive set of testing instruments, which enable us to optimally attune the assessment program to your needs and wishes. The comprehensive report quickly gives you a complete picture of a candidate's potential. In this way, you make an informed choice and reduce the risk of failure.
Assessment centers in practice
Our clients generally use our assessment centers for the following situations:
- Conducting recruitment procedures. Sometimes an assessment can help you make a better choice between the final two candidates, but it can also be used to take account of the new employee's personal development issues when preparing the training plan.
- Making personal development plans for your employees. You specify how the employee must develop in order to continue to grow within your organization.
- Conducting an outplacement process. This helps you understand the type of organization and type of job in which your employee will function most optimally.
- Planning career development. Issues addressed include the best career direction for your employee, or which career direction is most compatible with his or her interests, personality and skills.
Thema Group uses a variety of assessment instruments:
This test varies depending on the type of position; it analyzes numeric, linguistic or spatial understanding as well as the capacity to reason logically. The results provide an indication of the thinking and working level of the tested employee.
The aim of a personality test is to discover whether the character and the personal characteristics of the candidate are compatible with the job profile and the type of organization.
After preparing a brief written assignment, the candidate can demonstrate how he or she tackles situations in practice. This role play is used to assess skills such as communication, negotiation, leadership and presentation. According to published research, the behavior shown by a candidate during a simulation is also the behavior that he or she will show at work. As a result, role plays are powerful predictors of future performance.
During the interview we explore the competences that are important for the specific position, and we go through the personality questionnaire with the candidate.
Within a few days after the assessment, we prepare a report that describes the results. You are given a summary of the competences that we have measured, along with a clear conclusion about the subject's strong points and the points that require further development. If the assessment has been made as part of a recruitment process, we will also give you a recommendation about the suitability of the candidate for the corresponding vacancy.
The candidate is always the first to receive a copy of the report and must give their explicit permission to send the report to the client. Thema Group destroys the report after one year.