Are you interested in this service?We will be happy to tell you more. Ask us anything or get a free consultation where we’ll explain our services further and recommend the ones which are the best for you according to your needs.
ASSESSMENT AND DEVELOPMENT CENTERS
A combination of various techniques to identify the best fit for a role or your top talents.Select or develop by unveiling true potential
The fundamental aim of Assessment and Development Centers is to provide a picture as punctual as it's possible about the assessed candidate or employee and forecast the possibility of how he or she will succeed in a specific job role.
Assessment Centers are one of the most effective selection methods and one of the strongest predictors of the candidates´ future success in the company.
It doesn´t matter whether you are a small company or a multinational corporation. Valid and well-built Assessment and Development Centers have their well-deserved place in hiring and development also.
DOES YOUR SALES TEAM NEED A "KICK" TO REACH FOR HIGHER GOALS?
We will help you to identify their missing compentencies that hinder development.
STRUGGLING TO CHOOSE WHO TO PROMOTE?
Uncover hidden leadership potential and choose the best fit for the role with us.
LOOKING FOR A NEW TEAM MEMBER WHO WOULD MEET ROLE EXPECTATIONS AND ALSO FIT THE COMPANY CULTURE?
Let´s set together the ideal profile of your candidate and find the perfect match.
Let´s find out how we in inmetric build up an assessment and development center that suits your needs and brings you the desired outcome.
During AC/DC candidates face modeled and prepared exercises on individual or group level. They may be supplemented with several other methods such as behavioral interviews, psychometric assessments, Lego Serious Play®, and many more. It provides more in-depth experience and insight for the participant and more information can be handed to the organization.
Depending on whether you aim to select or develop, each AC/DC can be set up and customized upon your needs and requests.
With Assessment Centre - we are focusing on selection - to hire the best candidate or promote the most suitable professional.
With Development Centre - we are focusing on the development of employees. As a Development Centre itself is a developmental tool, you can also incorporate it into various developmental programs both as the first step or the last one.
“For us, inmetric was not just a supplier but a true partner in shaping the Leadership Quality Gate program. Thanks to their support, from the very beginning – from redesigning the competency model, through preparing and delivering Development Centres in English, all the way to planning each individual feedback session – we had the certainty that the entire process would be approached comprehensively and professionally. We highly value their expertise and language proficiency, the variety of tasks, and the clear alignment with our required competencies. The outcomes provided us with valuable and practically applicable recommendations for further leader development. It is truly great to meet a team of people with genuine passion for their work, who are not trying to sell you a product but, above all, to deliver the highest quality service.”
Juraj Streďanský, Learning & Development Coordinator, Synpulse
Our AC/DC stories: we have a wide variety of self-developed exercises on several levels of difficulties. Our profound know-how deepened over the years of experience from several industries.
Our programs are built to be as much unbiased and objective as it is possible with our priority being to help to keep this objectivity through the whole process to "observe" and describe the desired behavior.
We strictly build the programs on pre-defined competencies. Whether the client themself delivers the competency model, decides to use one of our off-the-shelf solutions or we create a new one from scratch. Thanks to well-defined competencies exact behaviors are observable and rateable.
To make an AC/DC successful, the excellent experience of participants is crucial. We are aware that spending a whole day or a half on an assessment center could be challenging and sometimes even exhausting. That is why we are keen on preparing the assessment environment as pleasant as possible.
As an outcome, every participant should receive a personal report of the center and psychometrics. The feedback is crumbled down into each competency area, as well as a whole picture of the perceived person observed by several observers. An optional, but a highly recommended step, is subsequent personal face-to-face feedback with an HR consultant, hiring manager, boss, or HR person. We see this step as essential to wholesomely understand one's behavior, recognize and uncover some blind spots and discover hidden potential.
How does a typical AC/DC look like?
Firstly, we settle key competencies and build up a program that meets the needs of the company, e.g. selection, developmental program, succession planning, or talent management. From now on every step is customized. Together we agree on the number of participants (1-8), length (1 or ½ of a day), and the scenario of used exercises used to copy the company's environment as much as possible. The difficulty of the activities depends on the complexity of the role and professional expertise of participants. By the end of the day, participants receive short feedback, which is later followed by a detailed report about their strengths and weaknesses, potentials, and an overall sum up of their performance.
We recommend handing this report over during a face-to-face interpretation with a consultant. This way, we enhance the acceptance of results and deepen the understanding of one's performance and competencies.
I evaluate the cooperation with Inmetric in the creation and implementation of the AC/DC very positively. Thanks to the three professionals – Veronika K., Petra Z., and Laura Š. – we were able to achieve exactly what we were looking for, and today we have a great group of talents in our internal academy. The Development Centre was prepared and facilitated at a high level. We appreciated the diversity of activities focused on the required competencies, the pleasant atmosphere, the quality of materials and outputs, the facilitation style, as well as the flexibility to adapt to our needs during the preparation phase. From the very first meeting, I perceived a willingness to listen, seek solutions, professionalism, and a client-focused approach. I also truly value the openness to discuss after the DC, the willingness to listen to and accept feedback. Wishing you many more satisfied clients and continued joy in your work.
Bea Boldizsarova, Learning & Development Manager, Lyreco