Frequently Asked Questions
General
An Assessment Center is an evaluation method used to measure the skills, potential and performance of individuals in a professional setting. It focuses on interpersonal, emotional and analytical skills and helps to understand the motivational levers specific to each candidate. It includes multifaceted tools such as practical scenarios, psychometric tests and interviews.
The main objective is to measure the suitability of a candidate for the position and the company, both in terms of technical and behavioral skills and compatibility with the organizational culture. It aims to provide decision-making support by highlighting the strengths and areas for development of candidates, and is used both in selection processes and in the case of internal mobility. This helps ensure successful integration into the company and optimal performance of the candidate.
Exercises often include:
- concrete case studies related to the company and the role
- contextualized role-playing games
- strategic presentations
- introspection and self-assessment exercises
- semi-structured interviews
- psychometric tests
The Assessment Center offers an objective, reliable and multidimensional assessment of soft skills. Its high predictive value allows you to effectively complete a recruitment process, by accurately identifying the candidates best suited to the job requirements and the corporate culture.
The duration varies depending on the level of function to be assessed and the client's needs, but is generally between half a day and two days.
Customer
An Assessment Center allows to objectively assess the managerial skills and potential of candidates or employees. It acts as a complementary and neutral tool in the decision-making process, providing an external perspective to ensure alignment with the needs of the position and the company culture.
It is used in the case of selection, when it comes to obtaining decision support in the choice of finalist candidates, as well as in the case of development - as a tool for continuous improvement.
- Reduction of recruitment errors.
- Identification of high potential talents.
- Improved employee engagement and retention.
- Support for talent management strategies.
- Contribution to the Employer brand
It is generally used in the final phase of recruitment, or when an initial pre-selection has been carried out. It is complementary to the recruitment process, because it evaluates candidates based on their observable behaviors and provides an external recommendation. The assessment also complements recruitment in the sense that it can provide concrete leads promoting successful "onboarding", a good integration of the candidate into their new role.
The cost depends on three main elements:
- Quality : The experience and expertise of the evaluators, as well as the complementarity of the skills used, the choice of psychometric tools and the use of professional actors for role plays.
- Personalization : Personalization includes designing company-specific role plays, case studies tailored to real-world issues, or selecting specific skills to assess (e.g., leadership, decision-making, stress management).
- Depth : The number of exercises, variety of scenarios, and complexity of assessments based on the objectives. The number of skills to be assessed will influence the total duration of the assessment.
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Yes, all data collected is treated confidentially and used only for the purposes agreed with the client. Generally, candidates have access to assessment reports about them, without the recommendation.
Candidate
You will participate in an enriching and stimulating day, including varied exercises, such as case studies, role plays, psychometric tests and interviews with qualified assessors. The exercises will generally be related to the role for which you are applying.
- Learn about the company and the position you are applying for.
- Prepare to present yourself in a way that is authentic and relevant to the role.
- Ask yourself about your values and your professional motivation.
- Get plenty of rest before the day of the assessment.
- Take the online psychometric tests in quiet conditions, without being disturbed.
- Carry out any preparatory work requested by the assessors.
The skills assessed vary depending on the corporate culture and the position in question. They are defined on a case-by-case basis. In general, they often include communication, leadership, problem-solving style, collaboration style. They can also include analytical and strategic aspects.
Yes, the Assessment Center can be perceived as stressful, as it is a real comprehensive exam that requires concentration and can be tiring.
However, it must be organized in a caring environment, with trained assessors to make the experience as constructive and enriching as possible. It is important to promote the exchange of ideas and authenticity in these days. This allows participants to give the best of themselves while receiving useful feedback for their development.
- Yes, constructive feedback is provided throughout the day to allow the candidate to better understand their performance in real time.
- At the end of the Assessment Center, the complete and detailed report is given to the candidate in a transparent manner. However, candidates do not have access to the recommendations, these are only given to the client.
- An individual debriefing session is also organized to discuss the results, put into perspective the strengths and areas for improvement, and answer any questions.