Objective and insightful assessment for selection and development

You and your leaders are likely to be excellent at defining the experience and technical skills individuals need to do different roles. However, sometimes less attention is paid to defining and then assessing people against how they will need to operate to be successful. Conducting an independent and objective assessment is also a powerful catalyst for change for someone already in role.

I work with clients to define, and then assess the less tangible behavioural factors that will be critical for success. This helps get the right person into the right role, avoiding the significant cost and inconvenience of making a bad hire. It also enables them to provide targeted development support and manage performance more closely.

Assessment tools include:

  • Context interviews with HR / manager to define the critical behaviours for success
  • In-depth interviews assessing past behaviours (behavioural event interviews)
  • 360 feedback design and delivery
  • Personality and ability measures
  • Situational judgement tests
  • Assessment centres

“We wanted to use a robust assessment centre process to help us select the best candidate to be our new UK Sales Director.  Bianca worked with us to clearly define the critical behaviours needed for the role, and then scanned the market for us, selecting and mapping off-the-peg exercises to the critical behaviours we wanted to observe, producing bespoke scoring sheets for each exercise.  During the centre, she and her colleague were organised, personable and professional.  We particularly valued the pragmatic advice she gave around the candidates’ results on the exercises and how we might follow up.  The candidates were stretched but not stressed by the process and we were very happy with both the process and the outcome” Lydie Thacker, HR Business Partner at KRAMP

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