What can the Assessment method do for me?
Assessment centers are a variable component of the whole interview process. They are used to better assess the applicant’s qualities, suitability for the job or working with a particular team. AC is primarily aimed at evaluating the social, communication and analytical skills of applicants, as well as their employment motivation and ability to solve problems.
SYNERGIE uses the following methods
- The "funnel" method - whereby the number of candidates is gradually decreased (filtered down) after each round.
- All participants first undergo the entire AC procedure before the assessment is made.
The duration of the AC is usually one day (approx. 6-8 hours); less demanding positions take approximately 4 hours. In special cases, AC sessions can take up to 2-days.
The number of participants is from 3 to 12. In addition to the candidates themselves, other evaluators can be present – from direct supervisors to personnel assistants or external consultants. In some cases, specific tasks or model situations can be elaborated ahead of time with the client and employed during the Assessment Center session.
When does Assessment Center make sense?
This method is mostly used in recruitment - in order to fill job vacancies or to identify the development potential of existing employees (in the latter case, a term "Development Center" is used).
The use of Assessment Centre is frequently applied to staff the following professions:
- Sales, consultants, call centers or customer support staff
- Managerial positions
- Specialist positions with high resistance to stress and increased attention is a must
- For graduates entering a trainee program to assess their potential and overall suitability
Why choose the Assessment Center method?
- Objective method with proven effectiveness in recruitment.
- Helps to reduce time demands and costs associated with poor personnel selection.
- Drills down to revel the type of information that cannot be adequately detected from a CV/ interview.
- Predicts behavior of a potential employee working under simulation of actual employment situation(s).
- Primarily focuses on soft skills (communication and presentation skills, ability to work in teams, resistance to pressure, assertiveness).
- Allows for comprehensive comparison between several candidates.
Why Choose SYNERGIE?
- Extensive experience with assessment centers.
- Custom-tailored ACs to fit your individual needs.
- A long track record setting up specialized ACs for target groups: businessmen, graduates, and managers.
At SYNERGIE, we methodically select Assessment Center methods to accurately reflect the requirements of our client:
- Work with exact requirements for job placements.
- Actual situations simulating the position to be staffed.
In our search for managers, we focus on the ability to make decisions and leadership; with sales staff, the focus is on bargaining ability.
In setting up the ACs, we design the tasks to correctly identify the right individual from a list of candidate for your position. At the same time, we try to avoid subjecting the candidates to unnecessarily stressful situations. We feel that participation in the AC should be a positive experience and help the candidate in the search for a future career.
