When do you use ACs, when DCs, and what is the difference?
In the Assessment Centre participants are confronted with a series of structured tasks which are tailored to the demands of their future position. The tasks must be based on competency profiles which adequately reflect what the organisation expects from their future leaders or key people. These we profiles we either develop together or we use your existing ones.
Duration: depending on your needs and the number of candidates, minimum usually one day
- you need to make an important selection decision, either for a new position with internal and/or external candidates, or choosing candidates for a talent or leadership pool.
The Development Centre gives an impulse to the learning and development of participants. It does not provide material for a selection decision. The whole process is different, assuming more of a workshop atmosphere, where participants, facilitators, peers and assessors are working together to jointly help each other learn about how to improve their competencies.
Duration: 1-2 days
- You have selected the target group already and want to provide the participants with an individualised learning experience that gives them a good feeling for where they currently stand in the development of their competencies.
- usolvit strives to make each assessment a positive learning experience for all and builds developmental methods into every AC.
Can you assess participants individually?
Yes. In an Individual Assessment all competencies can be assessed except for those that are based on group interactions. This instrument is particularly economical when you only have a small target group and useful for assessing high level candidates during an application process or a Management Audit.
We also use AC methods when conducting a Hearing.
What is a Dynamic Assessment?
It usually means that the event contains an opportunity to receive feedback and apply it during the event. This makes it possible to work on and also assess criteria such as Self-Reflection, Learning Agility and, more generally, the development potential of your people. We recommend Dynamic Assessments for selecting High Potentials. All our Development-, or Learning Centres are constructed in that form.
Duration: Minimum 2 days
- Selection for High Potential Pools
- making visible criteria such as Self-Reflection and Learning Agility
Diversity in methods has also been proven to be of great use in designing Hearings. Hearings serve the purpose of selecting candidates to fill a specific position.
In our hearings candidates will not only be led through a structured interview by the members of the Hearing Committee, but they will also be challenged by role plays, presentations and short exercises, which shows up their typical behaviours much more clearly than their narratives about their behaviour can.