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Certainly yes. It does not depend on the size of the company, but whether you can make meaningful and quality decisions, whether you care about the effective selection and development of your employees.
We perceive it a lot more critical for small companies that the employee fits the company culture and environment, has a clearly defined role and has all the necessary prerequisites to be successful at the company.
We would and would be delighted to do so. We can prepare 360° feedback as a customized service. This means that we will also prepare the ground for the implementation of the project, whether it includes meetings with managers, kick-off meetings for participants, support with communication, the introduction of the tool, and implementation of the tool into the company strategy. These are the areas we are ready to help with.
Because we have professional know-how, also a lot of practical experience and various platforms available, allows us to manage projects entirely online. Not only for managers, who are mostly in the role of evaluated persons but also for the evaluators. Questionnaires are available online and in various languages. Feedback always has its place in managerial or employee development. The time consuming 360° projects that you may remember from the times when these projects were implemented in the style of "pencil and paper" or in Excel, is now eliminated thanks to technology.
It depends on the combination of the chosen assessment tools. The duration is different for tests, which usually last somewhere between 6-15 minutes and different for questionnaires, as these are not limited in time - but even here we can talk about the average filling time, between 15-30 minutes. The whole testing, used in the selection of employees, is usually around 1 hour.
It is a great tool for selecting and recruiting when there’s a need to screen some skills. In this case, usually, aptitude tests are used.
It is an excellent tool for selecting and recruiting when there’s a need to screen some skills. In this case, usually, aptitude tests are used. However, these tools are also precious in the development of employees, where we can take a better look at the competency profile of employees, personal preferences, or motivation through personality questionnaires. The results can be used in various talent management programs, employee adaptation for newcomers, or in development programs focused on specific competencies, or soft skills.
In such cases, we approach the client very individually. We are ready to guide through the HR team or company management with a competent approach, so in the portfolio of our services, you will find the preparation or redesign of competency models or training on how to create and implement competency models in companies. If the company does not have a competency model or does not work with this concept, but would like to launch a 360 ° feedback project, for example, we can provide an essential information package for all involved. We will explain the concept and we can give the competency models and questionnaires we have prepared, which cover various vital areas, whether for managers or specialists in companies. Therefore, it is not an obstacle if the company does not work with competencies.
The psychodiagnostic we use are created specifically for the work environment. This means that we focus on factors critical to the success or potential of the employee within the work environment. It is necessary to complete training about the use of the methodology, but people can also complete the training without psychological education. We will always adequately train the employees responsible for the use of psychodiagnostic tools. Besides, whenever necessary, we are available for additional consultation.
By implementing outplacement, you, as an employer, show real interest and responsibility towards employees. Thanks to the individual steps of the program, you will support your colleagues, who will appreciate it. Among others, outplacement is important for company branding. It helps to spread a positive image - current employees can remain or become your customers in the future, reduce tensions within the company, and can also serve to prevent litigation and prepare for a better starting point in trade union negotiations.
Well-managed outplacement programs have a very significant positive psychological impact on employees - either in the process of the program itself, but also after they leave the company. Making a positive impression and building a good relationship with an employee is of great importance to the company in all circumstances.
If you sense that something is not working or you are afraid that the satisfaction survey will not turn out well, and the survey will be ignored, you are losing the chance to change it in some way. It is important to consider how you want to communicate about the survey and align this method with internal communication in the company. We also recommend considering how you are able and willing to manage the results so that the satisfaction survey is a signal of positive change.
Online tests are based on sophisticated technical solutions or algorithms that ensure that the answers tell the maximum about the candidate and that the maximum potential is measured in the case of performance. Each of the modern psychometric has fraud protection in the sense that you never test twice with the same tasks. Item generators or exercise databases allow millions of unique combinations. This means that if two candidates are sitting next to each other and want to help each other, they will not have the same test.
At the same time, if testing is well communicated by candidates or employees, their motivation to bypass the tests in some way decreases. Moreover, if a person tries to cheat in the selection process, he will ultimately harm only himself/herself.
It is possible that if the candidate is actively looking for a job (and suppose it is probably still a similar area/focus in which he is looking for a job), it may happen that he is tested three times with the same tests. Each of the modern psychometric has fraud protection in the sense that the candidate is never tested twice with the same tasks. In addition, test tools are designed to measure maximum potential, so that under normal conditions there is no risk of a "learning effect" - that is, that the test taker achieves better results only because he or she has already passed a similar test.
We always interpret the results of personality questionnaires in relation to that specific position and corporate culture, so they are of great importance in a particular situation, regardless of whether the candidate has been tested before or not.
It very much depends on the specific situation, but yes, part of our services are also individual consultations or mapping of the current position in the team/company, so we can incorporate these tools into situations where it is necessary to solve a specific problem. A great example is the use of 360 ° feedback or team workshops, which combine elements of self-reflection through personality questionnaires and various interactive techniques, which can be focused on, for example, teamwork.