Complete selection assessment

The details of an assessment programme depend on the terms of reference.

In an assessment programme, a candidate is put in a suitable, fictitious organisation where he or she will carry out a number of tasks that could occur in real-life situations. These practice simulations are in line with the job for which the test being done. Besides these practice simulations, a personality questionnaire, competency scan and cognitive test are also used.

On the basis of the integrated findings, we produce a clear report with substantiated conclusions and clear advice. We provide practical and realistic tips and advice for any competencies that may require development.

During the selection assessment of an external candidate, a representative from the organisation may act as a shadow assessor in the practice simulations. This gives you an opportunity to see your future employee ‘at work’ as it were. We offer brief and targeted training and instruction to enable you to make the most of your role as shadow assessor.

Development assessment / development center / potential determination

In a development assessment or development center, the development of the participant takes center stage. Sometimes the terms of reference focus on a possible move to a higher management level. Sometimes they are intended to strengthen an employee in his or her current job. The employee takes part in several practice simulations, questionnaires and tests (see also complete selection assessment) lasting one day. Before and after the simulations, there is plenty of time to reflect on the role play and to discuss development tips. These insights and tips can be used in the next role play and it is possible to experiment with new behaviour. In short, employee development starts during the development center.

E-assessment with competency scan

A competency scan is a behaviour-oriented questionnaire that provides information about an applicant or employee’s profile of skills and competencies, so that the organisation and the potential or current employee can obtain an insight into their well and less-well developed competencies. The questionnaire is available online and can be completed at the Interselect offices, at home, or anywhere else. The questionnaire is available in several languages: Dutch, German, Italian, Portuguese, Spanish, English and French.

During an interview, the results are explored further and tested in order to obtain a complete picture of the existing competencies. You can also use the questionnaire in-house.

Various questionnaires and tests

• Personality questionnaire - This ‘test’ provides information about a person’s character traits and forms the basis for an interview.
• Cognitive ability test - This test provides information about the level of general and specific cognitive abilities, such as verbal intelligence, figure-based and spatial insight and provides a clear picture of the ability and capacity to learn.
• Drivers and career anchors - The outcomes of these questionnaires indicate what drives the person: what energises them, which aspects do they find important, what motivates them?
• Career advice questionnaire - Which work appeals most? We do use lists that examine the required types of work, sectors, culture, etc.
• Coping questionnaire - This test provides information about the way someone deals with stressful situations.
• Learning profiles - These questionnaires provide information about the effectiveness of learning and the working methods that are most suited to the personal requirements.
• Questionnaire on leadership styles.

Self-assessment

There are many situations where it is important for a participant in a development assessment or development center to obtain more insight into his or her behaviour. In those sorts of situations a self-assessment can provide the answer. The role plays that are carried out during the assessment are recorded on a DVD. The participant receives the DVD, together with a work book, to take home in order to observe and assess his/her own behaviour. The behaviour is also assessed by the Interselect consultants. The participant’s assessments are discussed during a personal meeting and they are compared with the report prepared by the Interselect consultants. This method enables the participant to increase his or her self-knowledge and an action plan for further development can then be prepared jointly.

Role plays / simulations

Simulations are role plays that happen in a suitable fictitious organisation. Within this context, the participant in an assessment or development center carries out tasks that could occur in real life. The participant holds discussions with one or more discussion partners on the basis of specific information, for example, a management or commercial simulation, such as a work planning meeting, management discussion, a conversation with a potential client, et cetera. The discussion partners are professional role players who behave realistically in the situations. The behaviour of the participant is observed and rated by several experienced consultants (assessors). The simulations may require analytical and problem-solving abilities; the candidate may have to deal with resistance and pressure or exhibit different leadership and influencing styles.

360-degrees feedback instrument

The 360-degrees Feedback Instrument is used to give an employee feedback on his or her behaviour. People from his or her immediate work environment, such as line managers, employees, colleagues or clients, can use this instrument to express their experiences with this person in a structured manner. The person concerned also uses this tool to assess his or her behaviour. This produces an objective and complete picture, from different angles, of the strong and less strong sides of the employee in question. It provides insight into how the employee views himself and how he or she is seen within his or her environment. The results form the basis for further development.