By means of the evaluation, it is possible to unbiasedly and professionally determine whether the candidate and employee’s competences correspond to the particular position, identify the development needs of the existing employees, and identify the hidden talents of the company’s employees and develop an appropriate strategy for the development of talent.
Staff assessment is important if:
- You want to maximize the potential of employees;
- You want to create a succession process in the company;
- You want to understand which employees are most talented, create a talent development strategy and prevent talent poaching by rivals;
- You want to promote employee, but you do not feel confident that he will successfully handle his responsibilities;
- You want to be sure that the selected candidate is suitable for the position and there are no risks that might not appear in interviews and reviews;
Depending on a particular evaluation aim, we are using different approaches of staff assessment:
- Competency interviews;
This type of assessment begins with the development of competence model for a specific position, or a set of knowledge, experience, skills, abilities, attitudes in an area that is necessary for successful work. Unlike traditional interviews, during a competency interview, you are asked to talk about real-world situations whether at work or out of work, where it has been necessary to use specific competencies. The interviewer asks additional questions and analyzes human behavior in the given situation, determining the level of each level of competence.
- Situation simulation, case analysis and role play;
- Personality tests;
By means of this method, it is possible to identify the personality traits such as the ability to overcome stress, openness to experience, sociability, emotional stability, leadership, independence, submissiveness, ability to act independently, joyfulness, conscientiousness, agreeableness, sense of responsibility, courage, decisiveness, ability to trust others, practicality, self-confidence, self-sufficiency, self-control of behavior, etc.
- Intelligence tests;
This method helps to determine candidate’s thinking abilities, verbal abilities, logical mathematical abilities, long-term memory, visual spatial thinking, fluid intelligence or ability to solve abstract and unique tasks, ability to process audio information, physical kinesthetic abilities, interpersonal (interpersonal communication) abilities, intrapersonal (personal self-awareness) abilities, total IQ factor.
- Creativity tests;
This method helps to determine candidate’s ability to generate a large number of ideas, the ability to create original or unusual ideas, combining remote associations, ability to refine an existing idea or object, complementing it with details, the ability to create different variations of the idea.
- Cognitive productivity tests;
With these tests it is possible to determine candidates’ information processing speed, short term memory, attention and accuracy.
- 360-degree leadership assessment;
This type of assessment is a multi-level assessment method where comprehensive information about managerial competences, personality traits, strengths and development needs is gathered, analyzing information on how subordinates and direct manager evaluate performance and competencies of a particular manager, as well as self-assessment by the driver.