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IN-DEPTH
PSYCHOLOGICAL ASSESSMENT
A
vital element in the employment of any key manager is in-depth
psychological assessment. The objective is to give your organisation
detailed and relevant understanding of the candidate, and an evaluation
of how he or she would fit into the position. The assessment must also
highlight areas that need particular attention if you employ the
candidate.
PREPARATION
FOR THE NEW JOB
For
the candidate, a good assessment will also enable a sound transformation
into the new
position. By gaining insight into own strengths and development areas
relative to the position, the candidate will be well prepared for the
job from day one.
CLEAR
CRITERIA
Any
valid assessment of a candidate and prediction of job success rest on a
clear set of criteria deriving from the employing company. Employment
criteria must define basic leadership competencies as well as the
dynamism of the organisational context. Therefore, in order to make a
valid assessment of successful performance, a range of elements have to
be taken into consideration during the assessment:
KEY
ISSUES:
Service
offerings
A
thorough understanding of the employing company and a clear agreement on
evaluation criteria is an indispensable first phase.
The assessment process in itself typically combines
semi-structured interviews, psychological questionnaires, problem
solving style exercises, and business cases. The emphasis is on long
in-depth interviews.
The
feedback to the candidate will be constructive and detailed. There will
be particular focus on the candidate’s understanding of own strengths
and critical areas relative to the position.
| The
assessment report will usually be organised into
sections on:
• career motives,
• cultural compatibility,
• team
match
• leadership competencies
followed by
• conclusion
• development areas,
There will be a thorough
discussion with the employing company about the report. The
candidate will receive a copy of the report.
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