Selection and Assessment

“A really good talent finds it’s happiness in execution.” - Goethe

Talent Management

Many of our clients now recognise the need to be more proactive in succession planning. We have built up considerable expertise in assessing existing employees, particularly senior executives, for their potential for high performance in future roles. We are often asked to assess individuals against new roles emerging in organisations following re-structuring or other organisational changes.

To thoroughly assess individuals against target roles, we first establish a rigorous set of performance criteria against which they can be measured. These criteria must be linked to high performance in the target role. Once we understand the indicators of success in the role, we then use reliable tools to accurately measure them. Depending on the client’s practical constraints, we usually use a combination of structured interviews, ability tests, personality tests, job simulation exercises, role plays and written exercises.

The end result is an in depth report outlining each candidate’s strengths and weaknesses against each criterion, and our assessment of their future potential. We make recommendations about suitability for promotion/progression in a particular direction, and also suitable development activities to enhance success.