Before starting the assessment process of the candidates, the consultant will examine the vacancy in order to determine the areas of responsibility, tasks to be fulfilled and required competences (the set of knowledge, experiences, skills and personal characteristics) related to the vacant position. Special attention will be paid to the „key situations“ or critical situations to be met on the position, successful solving of which predicts the efficient outcome of employee’s future work. The consultant shall develop a work profile of the potential employee, based on the information gathered. The work profile shall be the basis for planning the assessment methodology.

We will use the combination of different assessment methods to assess the candidates’ competences: including focussed interviews, simulations, group-work, assessment centre, testing. In addition to that, we will analyse the candidates’ motives when applying for the position. The assessment methodology depends on the work profile, where the main requirements, necessary specialty-specific and social competences are described. If the Client desires, we will also conduct a background search on the candidates (on their permission) among previous employers and/or with main cooperation partners. We will also check their background from the information available in public channels. The overview of the background search will be presented to the Client together with the results of the assessment process.

As a result of the assessment process the consultant presents the assessment reports to the Client and sums up verbally the results of the best candidates.