The right person in the right job!
- Assessing gives executives additional objective information for making decisions on recruiting, promoting, and re-assigning talents. In comparison with only making interviews and ability tests, the assessment centre provides greater accuracy.
- Who to invite to the organisation? Often people are hired by organisations because of their professional skills, but they mostly leave the company because of their personalities or non-compliant values. Therefore, to avoid such risks in the future, it is always reasonable also to assess applicants who have an impressive resume or have been personally recommended.
- Do they include the best person for us? While only a year ago, it was difficult to find suitable applicants and tenders attracted at best a few CVs, we are now in the situation where a tender can easily get tens of applications from suitable candidates. With the help of the assessment, we can compare them by important qualities that are not included in CVs and may not surface in the course of normal interviews.
- What to develop and how? It is useful to conduct the assessment before preparing a development programme of key persons or general training plan of the company to ensure the most efficient return for human effort and investments.
- Can we manage with these people? It is very useful to assess the group of key persons together in order to obtain a neutral overview of the skills and potential of the people who are the most important for the company. Such an assessment helps to understand whether the company has enough top-level
people, whether there is an adequate or excess skill-level, etc., and it facilitates making critical decisions and decisions that address future needs.
Contact our senior consultants:
Piret Jamnes - 6277 081
Tiiu Allikvee - 6277 066
