A development assessment is used to evaluate a person’s behavior and competencies from different perspectives and considering predetermined criteria for a future development. For individuals, such a procedure offers a factual support when a job enrichment, a career change or a development is necessary to fulfill new job requirements. Evaluated criteria are determined with the relevant person and the assessment procedure is constructed in a way that highlights the strengths but also the aspects to be developed to achieve one’s personal goal and the means to achieve them.
Psychometric instruments such as : structured interview, personality test, cognitive aptitude test, simulations (role playing, business cases, presentation etc) are frequently used and are chosen depending on the goal pursued by the mandate.
It can be interesting to complete the procedure with a follow-up (one or more meetings) either as a coaching focusing on achieving one specific goal or as a discussion mid-step through the training program to reflect about the progress.
A potential analysis is used to evaluate a person’s behavior and competencies from different perspectives and considering a relatively general direction. It is often used as a basis to reorient one’s career (management, specialist, sale etc) or to review one’s existing competencies and defining long-term developmental goals based on the highlighted potential.
The procedure is custom-made and includes a combination of psychometric instruments, which makes it very similar to a development assessment. However, a potential analysis focuses mainly on existing but less used know-how and competencies as it highlights opportunities instead of risks and obstacles.
Several tools are combined within the evaluation process to guarantee maximal objectivity and a high predictive validity (prediction of the evaluated person’s future behavior). Psychometric instruments such as : structured interview, personality test, cognitive aptitude test, simulations (role playing, business cases, presentation etc) are frequently used.
The personnel selection field implies a high reactivity, a good knowledge of one’s own know-how and competencies but also the ability to highlight one’s assets and identifying correctly future employers’ expectations. It can be recommended to ask for expert advice in order to professionalize your image and retain recruiters’ attention with your application.
We help individuals to present their assets with impact, but we also help preparing for interviews adequately. We use simulations which help training faster and reducing the stress level related to interviews.
A coaching can also be proposed in order to pursue long-term developmental goals, focusing on one specific axis.
Supporting one’s development through a short coaching can be very efficient for people looking to achieve 1-2 specific goals (often related to leadership, soft skills, managing difficult situations, preparing for interviews etc). Reflecting on the behavior with professional help proves to be not only easier but providing more efficient results.
The coach’s role, goals and range of intervention are defined in collaboration with the relevant person. Modalities are set in advance (usually weekly, monthly or quarterly meetings depending on personal needs).