The Assessment/Development Center combines complementary exercises such as personality and motivation questionnaires, reasoning tests, interviews, and role plays (business cases) and allows for a nuanced and objective assessment of a professional’s skills. Its objective is to formulate an opinion prior to hiring or promotion.
The Development Center is based on the Assessment Center methodology, but focuses on the development of skills through feedback and coaching. Its objective is to set up an individualised development plan.
Our business cases place you in a fictitious company facing change or a new strategic direction. As an Assessment Center participant, your role is to form a clear vision of the situation and to take the decisions that seem most relevant to you.
After a period of preparation, you meet an actor who plays the role of a client, your manager, an employee, or a colleague (depending on your position). The interaction time gives you the opportunity to implement your choices and handle the situation in the way you think is most appropriate.
The structured interview is competence-based. After a short introduction in which you introduce yourself and summarise your career path, you are asked to give concrete examples of situations in your career where you have been required to apply the competences being assessed. For example, if the assessment aims to assess your organisational skills, you will be asked to describe concrete situations in your career where you have developed your organisational skills.
The Assessment/Development Center report allows assessors to record all observations related to the competences being assessed. For each competency, you will receive details of your strengths and areas for development, as well as a score that allows you to position yourself in relation to a reference profile. The report is sent to the client within 10 days of the Assessment/Development Center.
Highlight Consulting generally recommends a feedback session, lasting an hour or more, which allows the assessed professional to see all the observations made in the report. The purpose of the feedback is to allow you to validate the observations and discuss them with the assessor., It also allows us to compare our observations with what is happening on the ground if your HR representative and/or your manager is present. Lastly, the feedback session is an opportunity to decide concrete development actions for the future.
We are available to answer all your questions: firstname.lastname@example.org.