An assessment identifies strengths, competencies, and development needs in an objective and clear manner.
The assessment provides insights and starting points for a careful evaluation. The participant and the client can incorporate these insights, along with other relevant information, into their own decision-making process.
Fit for a position naturally depends on several factors: the individual, the position, the organization, the work environment, work experience, and the circumstances in which the person will be working.
The job assessment is typically part of a hiring process. The assessment highlights which qualities, competencies, and development needs are relevant to the position and the organization. In doing so, it provides the participant and the client with concrete points of reference for discussing suitability and possible next steps.
In a development assessment, the emphasis is on qualities, motivations, and development needs. The starting point may be the current position, but it can also be a future role or a desired career move.
The assessment identifies which qualities a person can utilize, further develop, and where further development is needed. The recommendations may relate to education, training, coaching, or other forms of development.
The assessment consists of a homework component and a face-to-face session lasting approximately half a day. For the homework component, the participant completes a personality questionnaire and several aptitude tests in their own environment and at a time of their choosing.
The results of the assessment are documented in a report that is concrete, nuanced, and behavior-based. Depending on the specific objectives, the report includes:
In accordance with the code of conduct of the Dutch Institute of Psychologists, the report is emailed to the participant. With the participant’s consent, the report is shared with the client.
Depending on the specific objectives, an assessment consists of the following components:
The interview forms the basis of every assessment. It addresses the specific objectives, motivation, personality, and job-relevant competencies. Strengths and areas for development are explored in a collaborative discussion.
The OPQ provides insight into personality in work situations. The results serve as a starting point for the interview.
Aptitude tests provide insight into relevant cognitive abilities. The specific tests used depend on the position and the assessment objectives.
A practical simulation or role-play can be used to reveal specific behaviors. For example, in the areas of leadership, influencing others, negotiating, presenting, or handling difficult situations.
In a business case, the participant is presented with a realistic problem situation. The task is to analyze the situation and develop an approach or solution.