To make a more informed decision about the candidate, as wrong decisions can become very expensive for companies. Also to determine the right fit with the role, team and organisation to ensure that objectives are met.

Mostly strengths and development areas are indicated which will help you to decide whether the person fits the role and how this individual can be managed in future.

Definitely – interviews, even when structured, are not strong predictors of future behaviour. With assessments, more information about the individual becomes available; and more specifically information that is not easily tapped during an interview, i.e. ability to cope with pressure, emotional adaptability, etc.

Yes, in terms of conceptual ability, but also personality fit, motivation and preferred style of the individual.

To create insight regarding their “blind spots” and to confirm certain behaviour.

Competency profiling looks specifically at what behavioural traits an individual would need to function optimally in a role. Thus, besides relevant training and experience, the competency profile would consider the “most suited” individual for a role.

We offer a wide range, i.e. facilitation, competency profiling, assessments, coaching and life skills training for those affected by the process.

The goal is to draw the right people. The job title, region, expectations, minimum experience and educational training need to be clearly indicated in the advertisement.