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. 


We will help you to identify their missing compentencies that hinder development.


Uncover hidden leadership potential and choose the best fit for the role with us.


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 interviewspsychometric assessmentsLego 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.

“We decided to prepare our first ever Development center at Packeta in collaboration with the inmetric team. The entire project was tailored to our needs and I appreciate that consultants at inmetric were so accommodating to all our requirements and requests. Thanks to the DC we gained a more complex insight into our managers' competencies and can now create their personalised development plans, support their management skills, and evaluate their readiness for further career growth more effectively. If it was not for the Development center, we would be gathering this much information for weeks. Final reports and individual consultations held up a mirror to our managers and revealed their blind spots.”

Karolína Vlčková, Learning & Development Specialist, Packeta


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.

"We have been cooperating with inmetric in the implementation of the Assessment and Development Centers for a long time, especially in the evaluation of candidates for managerial positions. We highly value not only the interconnectivity of information from behavioural AC/DC with the outputs of online psychometrics but especially the fruitful discussions with the consultants who are always ready to give a different angle of view, not just to stay on the surface but dive in. Thanks to the comprehensive outputs of such an evaluation, we are not only making better decisions, but also the participants are further motivated to work on themselves and develop their competencies."

Miroslav Buček, Manager of career, benefits and international mobility at PSA

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