Assessment Center is a series of highly personalized interviews, simulations, tests and exercises to see the various candidates performing in specific situations. AC brings holistic mindset and objectivity into the selection process and it also helps to avoid selection mistakes. Our ACs are monitored and evaluated by experienced professionals, psychologists and if required, by our partner’s HR professionals.
Before beginning the ACs, we define the key skills and behaviors needed for a candidate to fulfill the vacancy. If the Executive Search was performed by JobGroup’s headhunters, we already have a deep insight about the position. Even without any preliminary cooperation however, our experienced consultants are happy to implement AC exercises and select candidates with the required competencies of the profile description and the company.
Advantages of Assessment Centers
for Executives
Assessment Centers simulate real work situations tailored to a specific position, they enlighten candidates’ competencies from a broad spectrum. ACs reduce risk and optimize resources related to the selection process.
ACs provide a realistic view of the potential executives regarding their prospective position in the company. Both parties will be aware of the potentials and the compromises (if any) regarding the future cooperation.
The same exercises and criteria are used with all candidates, leaving no room for personal bias. The evaluated dimensions are set up based on the defined criteria and requests of the particular positions.
Success rate of the selections is typically higher in case of using ACs, as the method is objective and well proven. Making selection mistakes at C-level positions cannot be afforded. ACs navigate the selection process on safe waters.
Assessment Centers improve the credibility of the company. Using this solution communicates transparency and fairness that are both highly valued by executive candidates and stakeholders.
Assessment Centers increase the satisfaction of the participants. The exercises provide all candidates a fair go. The reward is the success of gaining the position or the learning experience - a win either way.
Executive candidates receive detailed feedback, resulting in a possible long-term cooperation and positive relationships even if there is no selection.
Contact our Consultants
We are open for discussions, sharing viewpoints and exchanging ideas with our clients. We like talking about the latest industry trends and new challenges related to human resources.
We are curious about your opinion too. Would you like to chat with us?
In the landscape of candidates and companies, all parties wish for the ‘Perfect match’. We work hard to understand our clients’ situation and business problems, so we can help them identify their objectives and expectations within a specific market context and industrial setting.
This industry is entirely about people. We understand the complexity and exquisiteness of HR challenges. We manage our assignments with delicacy and respect.
For many years, HR has often been viewed as a function focused primarily on recruitment, training, and managing employee relations. This perception has typically left HR outside the executive decision-making circle, regarded more as a support function than a strategic partner. However, this limited view is rapidly changing. Companies are beginning to recognize that HR plays a pivotal role in key components of organizational success.
Lay-off is never an easy task for neither the employer nor the employee. However, outplacement, or caring lay-off, offers an opportunity for companies to deal with this situation in a human and supportive way. Outplacement is not just an employer branding tool, but is an increasingly common practice among companies that consider it important to support the future careers of redundant workers.
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